CMI Atlanta_Nov2016
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Transcript of CMI Atlanta_Nov2016
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Agenda
• Introductions
• WHAT is change?
• WHO does it impact?
• WHY is it important?
• HOW can CMI help?
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About CMI
The Change Management
Institute (CMI), is an
independent not-for-profit
organization focused on
developing and promoting the
practice of change
management, internationally.
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CMI’s Mission
• Inspire excellence
• Set standards
• Educate Change Management Practitioners
• Promote the Value of Change Management
Special focus for Atlanta
Chapter
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Organizational Landscape
Global
• Strategy & Leadership
• Content Creation
• Accreditation
• Member Support
• Event Support
• Back-Office Resources
Countries Chapters
• Member Growth
• Sponsors
• Chapter On-Boarding
• Promotion
• National Conference*
• Accreditation*
Global HQ in Australia *new activities for 2017
• Membership
• Local Events
• Promotion
• Outreach
• Education
• Individuals
• Business
Community
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CMI Growth Goals
2015-H1 2015-H2 2016-H1 2016-H2 2017-H1 2017-H2 2017-H2 2018-H1
Countries 3 5 5 7 7 9 9 11
Chapters 12 20 20 28 28 36 36 44
Members 1000 1500 2500 4000 5500 7000 8500 10000
Accredited CM’s 33 43 58 78 103 133 168 208
CMI has committed to a growth trajectory for the next 3 years:
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Atlanta Chapter Leadership Team
Title Member Company
Chapter Lead Jeanette Konicki
Carter’s Inc
Membership Lead
Scott Mackay
Daugherty Business Solutions
Events Lead Alison Coddaire
Carter’s Inc.
Event Chairs Open!
Communication Lead
Open!
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What is
Change Management?
Change Management is the application of organized Process, Tools, and
Resources to enable individuals or groups to transition from a current state to a future state in order to achieve a desire outcome.
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WHAT is Change Management?
Change Management as
explained by:
PINK ELEPHANT
• A Change Management
Institute training partner
• Offers certification in
Organizational Change
Management
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Change Is …
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An individual’s transition from the current state to the future state
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Change Management Is …
A developing profession …
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… needed to support the
rapidly changing demands
on organizations.
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
What The Research Tells Us
Top performing organizations experience success rates over 80% (IBM, 2008b)
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70-80% achieve substantially less than the expected value! (King and Peterson, 2007)
Leaders do not manage the:
Process of Change
People side of Change
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Why Do Change Projects Fail?
Project
Output Outcome
Benefits &
Goals
Enables Which
Realizes
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CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Top Two Impacts to Success Or Failure
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CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
The Effective Change Manager …
… benefits from the Change
Management Institute’s Body of
Knowledge (CMBoK), to provide
the building blocks for establishing
a practice in your organization for
managing change.
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1. Change Mgt
Perspective
7. Change Readiness,
Planning & Measures
2. Defining Change 8. Project
Management
3. Managing Benefits 9. Education &
Learning Support
4. Stakeholder
Strategy
10. Facilitation
5. Communication
Engagement
11. Sustaining
Systems
6. Change Impact 12. Personal &
Professional Mgt
13. Organizational Considerations
CMBoK Knowledge Areas
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Foundation Certification – Principles, Models, Frameworks, Leadership Tools
Practitioner Certification – Analysis & Application (Professional Designation)
What Is Change Management Certification?
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Recognized by the Change Management Institute (CMI) and the Association of Change Management Professionals (ACMP)
Organization
Communication
& Stakeholder
Engagement
Change &
Transition
Individual
Change
Practice
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Change For Individuals - Transition
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Often difficult, strange, stressful
and disorientating for those
affected’
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Change For Organizations - Transformation
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• Decrease strength
of old values,
attitudes and
behaviors
• Disconfirmation of
current way
• Follow plan to
implement change
• Create and
maintain safe
learning
environment
• Institutionalize and
stabilize
• Reinforce through
new norms and
operating procedures
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Identifying and segmenting stakeholders
Stakeholder mapping and strategy
Managing relationships and mobilizing stakeholders
#1 You can forget
important stakeholders,
but they won’t forget you.
#2 Identification is a continuous
practice; new stakeholders emerge,
old ones can fade away.
#3 Prioritizing and segmenting stakeholders is in
a moment in time. Regularly re-prioritize.
#4 Some stakeholders
are best engaged by
others. #5 Seek first to
understand, and then be
understood. (Covey)
#6 Emotion
trumps Reason.
#7 Demonstration
trumps Argument.
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Stakeholder Engagement
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved. 21
Communication
1. Understand organizational context.
2. Analyze audience / stakeholders.
3. Set communication objectives.
4. Select communication approaches
5. Develop key messages and themes.
6. Identify who will deliver messages.
7. Select communication channels.
Communication Strategy
ECMH Figure 5.11, Page 248
Target
Audience Objective
Key
Messages Activities Who Timing
Measure for
Impact
Communication Plan
CMI Atlanta Chapter © Pink Elephant, 2016. All Rights Reserved.
Acknowledgements
Presentation content developed by:
Pink Elephant (www.pinkelephant.com)
APMG International (http://www.apmg-international.com/)
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WHO Does Change Impact?
INDIVIDUALS
• Have personal priorities
• Change over time
ORGANIZATIONS
• Hold on to the status quo
• Institutionalized culture and habits
STAKEHOLDERS
• Insecure about new tasks/rules
• Protective of personal status
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Why Pay Attention to Change
Management?
• 70-80% of change initiatives fail!
• King and Peterson, 2007
• Only 25% of employees feel
changes are sustained over time
• Towers Watson, 2013
• “Change fatigue” is reported in
65% of transformation projects
• Katzenbach Center, 2013
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The Good News
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“Undeniable correlations between project performance and change management”
• PwC, 2004
Success rate of change projects using a dedicated change manager rose 19%
• IBM, 2008
650% return on investment in change management
• ChangeFirst Ltd, 2010
Top performing organizations experience success rates over 80%
• IBM, 2008b
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Risks of Poorly Executed Change Management
These risks increasingly motivate Stakeholders to resist being changed
Source: http://gbr.pepperdine.edu/2010/08/the-business-impact-of-change-management/
Presented by InsightOCM
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Change Management Benefits
Successful Change Management activities ensure the following Benefits...
• Leadership establishes a shared vision
• Leadership presents a clear strategy
• Leadership is aligned, engaged and working collaboratively
• Alignment of business processes and organizational objectives
• Communications are informative, relevant and timely
• Behavior and cultural gaps are addressed proactively
• Employees are well prepared prior to training
• People processes, roles, skills and competencies are enhanced and clear
• Employees are engaged in high performance teams
• Superior and integrated customer experience (Cx) and employee experience (Ex)
The objective of Change Management strategy is to manage the change process, manage change risks and implement change actions within a program.
Presented by InsightOCM
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HOW can CMI Help?
Value proposition Membership benefits
Credibility: change in
perception
•Independent global industry association •Professional designation (Member CMI) •Industry tested standards
•Competency model •Accreditation (ACM) •Organisational Change Maturity model (OCCM)
Capability: change in you
•Workshops and events •Roadmap for development (Competency model) •Change Management Body of Knowledge (CMBoK) •Accredited Change Manager (ACM) – assessed change professional •Volunteer leadership opportunities: CMI Board, Country, Chapter and Working Groups
Connection: change in
opportunities
•Global network •Local network •E-newsletters (quarterly) •Mentoring/Mastermind
Concessions: change in your pocket
•Discounts to events and workshops •Discounts to other partner benefits, including courses and consulting
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Resources and Tools
Examples of Tools for Change Practitioners
From the Change Management Institute’s Body of Knowledge
Force Field Analysis McKinsey 7S Model
• Helps with preparation to develop your change strategy
• To ensure all elements of the change plan are aligned
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What's in it for me?
• Identify best practices and mainstream approaches
• Exchange real life experiences – what worked /
what did not
• Learn how to be one of the best at what we do
• Advance your status with your boss and clients
Share
Knowledge
Meet
Others
• Get to know people before hiring them
• Learn about job opportunities and potential
clients
• Network among "birds of a feather"
• Cultivate a group of friends to bounce ideas off of
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Why join CMI?
It can be this simple: Who would you hire? • An active member of CMI who regularly attends chapter meetings to
sharpen their skills
or
• A person who has dabbled in the field but never openly committed to
being a serious professional
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Join CMI today!
Take out your cell phone!.....
To Join:
• Go to the Change Management Institute website:
• www.change-management-institute.com
• Click on the MEMBERSHIP tab and scroll down to the JOIN NOW link
Not ready yet?
• Stay engaged by attending the Atlanta Chapter events
• Sign up for the CMI newsletter
• Follow CMI on LinkedIn
CMI website/ Membership tab/ Scroll to bottom
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We need your help
Volunteers needed for Leadership Committee positions
• Event Chairs:
• Determine topics of interest
• Bring exceptional CM events to Atlanta
• Communication Lead:
• Promote Atlanta Chapter and events
• Grow awareness and visibility
CMI Chapters are owned and managed entirely by volunteers
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Subjects for Future Meetings
• What topics do you want to learn more about?
• Role of Change Managers
• Success Stories / War Stories
• Product/Process Change Control
• Org Change in Mergers and Divestures
• Decision Analysis for Changes
• How to become a Certified Change Manager
• Call for Speakers – Do you have knowledge to share?
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Summary
• CMI is an established global organization, growing in the US
• Change Management is a developing profession that is highly correlated to project success
• Change has impacts at individual and organizational levels
• CMI can provide the tools, resources and networking to grow your career and improve your results
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Thank You!
Feel free to
stay in
touch:
Chapter Member Title email
Jeanette Konicki Atlanta Chapter Lead [email protected]
Scott Mackay Membership Lead [email protected]
Alison Coddaire Events Lead [email protected]