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HOW CULTURE &VALUES IMPACT
MANAGING CHANGE
March 2018
Khaled Al-Mobarak, President
Mawj Training & Consulting
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AGENDA
• Change takes time
• Change Is a Process
• Change is not Easy
• Change is a continues
• Culture & Values
• Change & Resistance
• Change and the Millennials
• Change Management
• Employee Engagement
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CHANGE TAKES TIME
Work Hard, be patient and you will see results
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CHANGE IS A PROCESS
Where You Are Today
Current
State
Transition
State
Future
State
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CULTURE &VALUES
• Culture is the collection of business practices, processes, and interactions that make up the work environment.
• Values guide decision-making and a sense of what’s important and what’s right.
• Company’s values are its bedrock, the company’s culture is the shifting landscape on top of it. Culture is the current embodiment of the values as the needs of the business dictate. Landscapes change over time —sometimes temporarily due to a change in seasons, sometimes permanently due to a storm or a landslide, sometimes even due to human events like commercial development or at the hand of a good gardener.
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THE NEW VALUES
1. Truthful
2. Reliability
3. Loyalty
4. Commitment
5. Honesty
6. Efficiency
7. Creativity
8. Engage
9. Motivation10.Positivity
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CHANGE IS NOT EASY…
• 70% of all change initiatives fail.
• A recent study showed that when doctors tell heart patients they will die if they don't change their habits, only one in seven will be able to follow through successfully. No Desire to change: even when it's literally a matter of life or death.
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CHANGE OR FAIL
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CHANGE IN ADVERTISEMENTS
Change in the Air
(Royal Jordanian Airlines)
Drive Change
(Audi)
Change we need
(Obama)
We can Change
(Al-Najrani Company)
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CHANGE OR DIE
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CHANGE IS A CONTINUES
If you do not ride the wave of change you will find yourself beneath it.
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NOT ALL CHANGES ARE THE SAME
…. And so Change Management
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RESISTANCE WILL ALWAYS BE THERE
Resistance is the Norm
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COMMUNICATIONS IS A KEY
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SPONSORSHIP IS A MUST
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Project Name Purpose Particulars People
CONNECTING CHANGE MANAGEMENT TO BUSINESS RESULTS
Why we are
changing
What we are
changing
Who will be
changing
What is the
project
© Prosci 2016. All Rights Reserved. Used with permission. www.change-management.com
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DATA SUPPORTS THE CONNECTION
16%
46%
77%
96%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Poor(n=244)
Fair(n=653)
Good(n=834)
Excellent(n=165)
Pe
rce
nt
of
resp
on
de
nts
th
at
me
t o
r e
xce
ed
ed
pro
ject
ob
jective
s
Overall effectiveness of change management program* Data from 2007, 2009, 2011 and 2013
Copyright © 2014 Prosci. Best Practices in Change Management – 2014 Edition.
Correlation of change management effectiveness to meeting project objectives
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PERFORMANCE VS. TIME
Pe
rfo
rma
nc
e
Time
With change
management
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THE HUMAN FACTORS THAT IMPACT PROJECT ROI
• Speed of adoption• How quickly are people up and running on the new
systems/processes/job roles?
• Ultimate utilization• Of the total population, how many are using the new
solutions?
• Proficiency• Are individuals realizing the benefits of the government
services as expected?
© Prosci 2016. All Rights Reserved. Used with permission. www.change-management.com
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Establishing a framework for successful projectsProsci® PCT™ Model
© Prosci 2016. PCT is trademark of Prosci. All Rights Reserved. Used with permission. www.change-management.com
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Prosci® by the Numbers
Years of
Research
20Longitudinal
Studies
10Research
Participants
6,000+
Fortune 100
Companies
80%Certified
Practitioners
45,000+Community
Members
100,000+
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THE FIVE BUILDING BLOCKS FOR SUCCESSFUL CHANGE
Awareness
Desire
Knowledge
Ability
Reinforcement®
ADKAR and ADKAR terms are registered trademarks of Prosci. All Rights Reserved. Used with permission. www.change-management.com
Prosci® ADKAR® Model
Individual Change Management
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Preparing for
Change
Managing
Change
Reinforcing
Change
Prosci® Change Management Process
Prosci® Organizational
Change Management
Methodology
© Prosci 2016. www.change-management.com. Used with Permission.
Preparing for Change,
Managing Change,
Reinforcing Change are
trademarks of Prosci.
Communications
Sponsor roadmap
Training
Coaching
Resistance management
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Communications
Sponsor roadmap
Training
Coaching
Resistance management
Awareness
Desire
Reinforcement®
Knowledge
Ability
HOW CAN WE ACHIEVE EMPLOYEES ENGAGEMENT THROUGH EFFECTIVE CHANGE MANAGEMENT?
Successful
Employees
Engagement
Program
Employees
Engagement
Program
Individual
Change Management
Outcome (ADKAR®)
Organizational
Change Management
Plans
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Awareness
Desire
Reinforcement®
Knowledge
Ability
Communications
Sponsor roadmap
Training
Coaching
Resistance management
HOW CAN WE ACHIEVE EMPLOYEES ENGAGEMENT THROUGH EFFECTIVE CHANGE MANAGEMENT?
Prosci® ADKAR® ModelChange Management
Activities Outcome
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WHY CHANGE MANAGEMENT?
© Prosci 2016. All Rights Reserved. Used with permission. www.change-management.com
• Increase probability of Project success
• Manage People Resistance to change
• Build Change Management competency
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HOW WILL MILLENNIALS TRANSFORM CHANGE MANAGEMENT
• Millennials or so called "Generation Y" are born between early 1980s to early 2000s
• They floods the workplace and rises into management roles
• Millennials will demand a shift away from ‘command and control’ reporting lines to more cooperative-based leadership models that provide greater autonomy and freedom of choice in how work is. The pyramid management structure will go a way
• Millennials receive and access information on mobile devices more than any other medium
• Millennial’s thirst to be challenged, means they welcome change. Millennials thrive on fresh goals and challenges to keep them motivated: new products, new campaigns, or a new organizational chart
• Increase turnover of young employees
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EMPLOYEES ENGAGEMENT
What is Employees Engagement?
Employees engagement is a workplace approach designed to ensure that employees are committed to their organization's goals and values, motivated to contribute to organizational success
Improved performance and productivity is accomplished by full Employees engagement.
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EMPLOYEE ENGAGEMENT
• Engagement is about creating an environment where employees are motivated to want to connect with their work and really care about doing a good
• A positive attitude held by the employees towards the organization and its values.
• Employees Engagement is measurable; it can be correlated with performance; and it varies from poor to great.
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HOW TO ENGAGE YOUR EMPLOYEES
THROUGH CHANGE MANAGEMENT
Change Management Activities are:
• Communications
• Sponsorship
• Training
• Resistance Management
• Reinforcement
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THANK YOUOn behalf of Mawj Training & Consulting
(Authorized provider of Prosci’s change management training in the GCC)
Questions?
For more information:
Mawj Training & Consulting
email: [email protected]
phone: +966-505-822-964
Website: www.mawj-it.com