managing change in the coast guard and other complex organizations
TRANSCRIPT
Problem or opportunity
Planning
Design
Development
Implementation
Business improvement process
Project management steps
Change management process
Assessments
Team and sponsors
Communications
Coaching and feedback
Resistance management
Change management steps
Problem or opportunity
Planning
Design
Development
Implementation
Business improvement process
“Normal” integration
Business improvement process
Change management process
Integration on a good day
Business improvement process Change
management process
What we ought to do …
Organizational change management
• Research-based• Holistic• Easy-to-apply• Scalable
• With assessments, tools, templates, checklists and guidelines to implement immediately
Phase 1 – Preparing for change
• Understanding the nature of the change
• Understanding the groups being changed
• Creating the right sponsor model
• Identifying risks• Developing special
tactics
Phase 2 – Managing change
• Communication plan• Sponsor roadmap• Training plan• Coaching plan• Resistance mgmt
plan
Phase 3 – Reinforcing change
• Compliance audit reports and employee feedback
• Corrective action plans
• After action review• Transition mgmt
Define your changemanagement strategy
Prepare your change management team
Develop your sponsorship model
Phase 1 – Preparing for change
Develop change management plans
Take action and implement plans
Phase 2 – Managing change
Collect and analyze feedback
Diagnose gaps and manage resistance
Implement corrective actions and celebrate successes
Phase 3 – Reinforcing change
Sizing the changeAssessing the organization
Creating a change management strategy
Sizing the changeAssessing the organization
Creating a change management strategy
Assessing team competencies
Preparing the change management team
Acquiring resourcesAssessing team competencies
Preparing the change management team
Acquiring resources
Assessing sponsor competencies
Developing sponsor models and enabling
sponsors
Identifying sponsors and stakeholders
Assessing sponsor competencies
Developing sponsor models and enabling
sponsors
Identifying sponsors and stakeholders
Outputs:Sizing the change profileOrganizational attributes profileChange management strategy guidelinesChange management team structureSponsor structure and responsibilities
Phase 1 – Preparing for change
Define your change
management strategy
Prepare your change
management team
Develop your sponsorship model
Develop change management plans
Take action and implement plans
Phase 2 – Managing change
Collect and analyze feedback
Diagnose gaps and manage resistance
Implement corrective actions and
celebrate successes
Phase 3 – Reinforcing change
Phase 2 – Managing change
Phase 1 – Preparing for change
Define your change
management strategy
Prepare your change management team
Develop your sponsorship model
Develop change management plans
Take action and implement plans
Collect and analyze feedback
Diagnose gaps and manage resistance
Implement corrective actions and
celebrate successes
Phase 3 – Reinforcing change
Outputs:Communications planCoaching plan Training planResistance management planSponsor roadmapProject team activitiesMaster schedule
Awareness
Desire
Knowledge
Ability
Reinforcement
Desired outcomes
Customized activity design
Ch
ang
e characteristics
Org
anizatio
nal attrib
utes
Listening to employees and gathering feedback
Auditing compliance with new processes, systems and roles
Analyzing change management effectiveness
Listening to employees and gathering feedback
Auditing compliance with new processes, systems and roles
Analyzing change management effectiveness
Developing corrective action plans
Enabling sponsors and coaches to manage
resistance
Identifying root causes and pockets of
resistance
Developing corrective action plans
Enabling sponsors and coaches to manage
resistance
Identifying root causes and pockets of
resistance
Celebrating early successes and
reinforcing the change
Conducting “After action reviews” and
transferring ownership
Implementing corrective action
Celebrating early successes and
reinforcing the change
Conducting “After action reviews” and
transferring ownership
Implementing corrective action
Phase 3 – Reinforcing change
Phase 2 – Managing change
Phase 1 – Preparing for change
Define your changemanagement strategy
Prepare your change management team
Develop your sponsorship model
Develop change management plans
Take action and implement plans
Collect and analyze feedback
Diagnose gaps and manage resistance
Implement corrective actions and celebrate successes
{{
{
competencies
Sizing the change Assessing the organization
Creating a change management strategy
Sizing the change Assessing the organization
Creating a change management strategy
Assessing team competencies
Preparing the change management team
Acquiring resources Assessing team competencies
Preparing the change management team
Acquiring resources
Assessing sponsor competencies
Developing sponsor models and enabling
sponsors
Identifying sponsors and stakeholders
Assessing sponsor Developing sponsor models and enabling
sponsors
Identifying sponsors and stakeholders
Phase 1 – Preparing for change
Define your change
management strategy
Prepare your change
management team
Develop your sponsorship model
Develop change management plans
Take action and implement plans
Phase 2 – Managing change
Collect and analyze feedback
Diagnose gaps and manage resistance
Implement corrective actions and
celebrate successes
Phase 3 – Reinforcing change
Awareness
Desire
Knowledge
Ability
Reinforcement
Customized activity design
Ch
ang
e characteristics
Org
anizatio
nal attrib
utes
Listening to employees and gathering feedback
Auditing compliance with new processes, systems and roles
Analyzing change management effectiveness
Listening to employees and gathering feedback
Auditing compliance with new processes, systems and roles
Analyzing change management effectiveness
Developing corrective action plans
Enabling sponsors and coaches to manage
resistance
Identifying root causes and pockets of
resistance
Developing corrective action plans
Enabling sponsors and coaches to manage
resistance
Identifying root causes and pockets of
resistance
Celebrating early successes and
reinforcing the change
Conducting “After action reviews” and
transferring ownership
Implementing corrective action
Celebrating early successes and
reinforcing the change
Conducting “After action reviews” and
transferring ownership
Implementing corrective action
TemplatesComplete change management planChange management strategy outlineChange management strategy presentation Communications plan template Communication planning spreadsheet Communications key messages Communications key messages: executives Communications key messages: middle mgrs Communications key messages: employees Sponsorship roadmap template Sponsor planning and start-up checklist Sponsor design checklist Sponsor implementation checklist Coaching plan template Coaching training template Group coaching agenda Individual coaching plan Resistance management plan template Employee feedback presentation Corrective action plan template Prosci Change Management Manager Business process change mapChange management activity mapADKAR activity by employeeEmployee RoadmapProfessional development plan
Assessments and worksheets Change characteristics worksheet Change characteristics profile assessmentOrganizational attributes worksheet Organizational attributes profile assessment Employee readiness assessment: organizationEmployee readiness assessment: desire Team member competency assessment Sponsor competency worksheet Sponsor assessment table Resistance assessment worksheet Training needs assessment ADKAR Personal Worksheet ADKAR Business Worksheet
PresentationsAn Overview of Change Management The ADKAR model Change Management Best Practices Principles and Concepts of Change Management Change Management for Coaches and Supervisors
Tools, worksheets, checklists
Prosci Change Management Maturity Model™
Level 5 Organizational Competency
Change management competency is evident in all levels of the organization and
is part of the organization’s intellectual property and competitive edge
Continuous process
improvement in place
Highest profitability and responsiveness
Level 4Organizational
Standards
Organization-wide standards and methods are broadly deployed for managing and
leading change
Selection of common approach
Level 3Multiple
ProjectsComprehensive approach for managing
change is being applied in multiple projectsExamples of best practices evident
Level 2Isolated
ProjectsSome elements of change management
are being applied in isolated projects
Many different tactics used
inconsistently
Level 1Adhoc or
AbsentLittle or no change management applied
People-dependent without any formal practices or plans
Highest rate of project failure, turnover and
productivity loss