change on demand

Turbo-charging Corporate Change

Change Delivery Group

http://www.changeperfect.com

© 2007 by Change Delivery GroupAll rights reserved

2 7/24/2007

Why we are here?

Traditional Change methods will fail to deliver business value

85%-95%

When process change fails nothing else is available using

traditional change management


3 7/24/2007

A People Centric Theory

Traditional transformation theory says that organizations change when people change.

If employees are given the right vision, training and incentives, they are motivated to

change

Thereby changing their organization


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A Systems Centric View

Science says traditional methods don’t

work because organizations are not linear,

people centric systems after all

They are complex dynamic systems that obey

the logic of internal rules

These rules are like hundreds of tiny operating

instructions that control employee behavior


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Rules Regulate BehaviorRules Determine Business Results

Organizations have three kinds of rules. Some of these rules make business sense. They support management goals for productivity, performance

and profits.

Other rules make no business sense

and have no business value.

Thanks to McKenzie for permission to reprint


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People Follow the Rules

When employee rules match the rules of the organization, employees fit in.

They feel safe, comfortable & secure. They find it easy to follow the rules and get

rewarded.

Organizations give new employees time to learn the rules.

After that, organizations drive away employees that don’t fit in . . . even

executives


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The “new science” of complexity says that the only effective way to implement sustainable organization change is to:

Debug organization rulesand fix the rules system . . .

One rule at a time

Science says . . .


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Change Delivery® is a scientifically valid transformation technology

For over fifteen years it has been used to assist executives in achieving their strategic goals by changing defective

operating rules

It makes culture change possible

A Better Way to Change


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Science of Change

People Side of Change� Human Factors Engineering� Motivational Psychology� Biology� Evolutionary Psychology

(Training, Coaching, Mentoring, Motivation, Empowerment, Reinforcement, Communication, Feedback, Incentives, Enforcement, Leadership/ followship, Shadow Systems, Insider/outsider, Group dynamics, Culture)

System Side of Change� General Systems Theory� Chaos� Complexity

(Synergy, Complexity, System Interaction, Dynamics vs Stability, Error correction, Adaptation, Co-evolution, Rules-engine, Self-regulation, Free-scale networks, Goal seeking, Fitness, Boundaries, Filtration, Patterned behavior, Behavior probability, State change, Catastrophic events, Chunking)

+

Freewill & PreferencesFreewill & PreferencesFreewill & PreferencesFreewill & PreferencesFreewill & PreferencesFreewill & PreferencesFreewill & PreferencesFreewill & Preferences Operating Rules & ConstraintsOperating Rules & ConstraintsOperating Rules & ConstraintsOperating Rules & ConstraintsOperating Rules & ConstraintsOperating Rules & ConstraintsOperating Rules & ConstraintsOperating Rules & Constraints


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Change Delivery® Source Theories

People follow biological & psychological imperatives

Organizations follow rules of systems dynamics

Behaviors of people get lost in the behavior of organizations


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Changing Culture by Changing Approach

When process improvement fails . . .

change the culture

Old Way People

Change

Culture

Change

Change

Mandate

Mandates

Never

Achieved

Better Way

Culture

Change

People

Change

Change

Mandate

Mandates

Reliably

Achieved

Traditional ChangeTraditional ChangeTraditional ChangeTraditional ChangeTraditional ChangeTraditional ChangeTraditional ChangeTraditional Change

Change DeliveryChange DeliveryChange DeliveryChange DeliveryChange DeliveryChange DeliveryChange DeliveryChange Delivery


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Change Delivery® works because it takes a “2-path” approach to change

It implements new business processes andculture changes concurrently using an approach

Why Change Delivery® Works

that works with (not against)

corporate culture.

The results are sustainable changes with minimal change

resistance.

Process ChangeProcess ChangeProcess ChangeProcess ChangeProcess ChangeProcess ChangeProcess ChangeProcess Change

Culture ChangeCulture ChangeCulture ChangeCulture ChangeCulture ChangeCulture ChangeCulture ChangeCulture Change


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Change Delivery® Results

Change Delivery products:

� Consistently deliver project successes with on time and on budget completion

� Enable project teams to rapidly attain performance objectives and achieve desired business benefits

� Ensure the success of strategic initiatives by increasing adoption and sustainment of process, performance and productivity improvements and/or innovation


14 7/24/2007

Change Delivery® Results

1. SEI-CMMi-L3 infrastructure constructed and implemented in a L1 organization in 90 business days. (An L5 infrastructure is possible in an additional 90 days)

2. Client relationship management (CRM) process implemented and adopted in 90 business days

3. An agile software development program (XP) implemented in 70-90 business days

4. ISO-9000 2000 implemented in 90 business days

5. Six Sigma program rolled out in 90-120 business days


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� An ability to change your organization culture

� Improve user adoption to maximize IT systems value

� Truer costing for capacity

� Decreased risk from cultural resistance

� Savings in time and money in process delivery

� Build your own internal capability for change

that is reliable, repeatable and transferable

What We Offer

Next Steps . . .

Change Delivery GroupCulture Change is Our Specialtyhttp://www.changeperfect.com

360.210.7656

change on demand

Business

state change

process change

traditional change methods

traditional change management

change human factors

rules system

rules cons

kinds of rules