Identify Key Factors that Impact Effective Change Efforts

1. Identify Key Factors that Impact Effective Change Efforts Intermediate Cost Analysis and Management

2. Power and Resistance We know from Physics that we must apply force greater than the weight of an object to be able to move it. The same applies in dealing with Change . . . We need to apply proportionate Power which outweighs the force itself for the duration of the change.

3. Terminal Learning Objective • Task: Identify Key Factors that Impact Effective Change Efforts • Condition: You are training to become an ACE with access to ICAM course handouts, readings, and spreadsheet tools and awareness of Operational Environment (OE)/Contemporary Operational Environment (COE) variables and actors • Standard: with at least 80% accuracy • Describe the theory of overcoming resistance to change

4. Overcoming Resistanceto Change in Organizations Participation Education and communication Resistance to Change Facilitation Force-field analysis

5. Understanding Resistanceto Change Overcoming Resistance to Change Encourage active participation in the change process Provide education and communication about the change process Facilitate the change process by making only necessary changes, announcing changes in advance, and allowing time to adapt to change Use force-field analysis to focus efforts on removing barriers to change

6. Key Factors That Impact Performance in the Change Process 1. Magnitude 2. Leadership 3. Barriers 4. Alignment 5. Building human capital 6. Right skills and behaviors 7. Incentives and rewards 8. Stakeholders 9. Effective action plan

7. 1. Magnitude and Impact of Planned Change • How big is the change and how urgent is the need? • Is it reasonably achievable? • To what extent will employees need to act differently? • How significant are the organizational and structural changes? • How different are the new/ reengineered business processes? • Are they well defined?

8. 2. Creating an Effective Leadership Structure • How strongly does the executive leadership team support the change? • Are they perceived as effectively leading the change initiative? • Is there a strong executive sponsor? • Does the project team have strong leadership? • What improvements are needed?

9. 3. Understanding the Barriers and Resistors to Change • What are the critical change issues and barriers to change? • Have they been clearly defined? • How do they differ among employee groups? • Does the change management strategy effectively deal with differences amongst groups and types of personnel?

10. 4. Organization’s Alignment • How well are the organization’s culture, structure and human resource investments aligned with the strategic goals? • What improvements are needed?

11. 5. Commitment to Building Human Capital • To what extent does the organization demonstrate a human capital mindset - one that focuses on enhancing value and investing in its human assets? • What improvements are needed and how can this be improved?

12. 6. Building the Right Skills and Behaviors • Are the skills and behaviors required to achieve the desired performance goals well defined? • What additional capacity and skills are needed to undertake the proposed changes? - Are the training requirements well defined? - What new training is needed? - What new systems, IT equipment , or other needed? • What improvements are needed?

13. 7. Creating the Right Incentives and Rewards • How well does the incentive and reward structure reinforce the needed changes? • Are the performance metrics well defined? • Does the change management plan recognize that “You get what you inspect not what you expect”? • What improvements are needed?

14. 8. Developing an Effective Strategy to Deal with Stakeholders • Who are the internal and external stakeholders that need to support the program? • How important are external stakeholders to the organization’s ability to achieve its change goals? Regulators? Suppliers? etc. • What actions are needed?

15. 9. Developing an Effective Action Plan • What are the critical change management actions that will be needed to achieve the desired change? • Is the plan understood and supported by leadership? The project team and key influencers?

16. Making Change Happen • Develop a Launching Platform • Prepare resistance map • Behavioral, systemic • Muster Support - obtain all support needed to make the change happen • Design Change Process • Sequence, expected time needed, resources, knowledge, etc. • Decide when to launch change Launch Change • Communicate vision, need for Change, expected results • Launch Implementation projects • Include Planners in the implementation teams • Include Implementorsin the design phase • Exercise Control mechanisms Launching Platform

17. Installing Change When installing change, first work on behavioral change and thensystemic change This way there is much less resistance to change and the people will be ready for what is coming next. They are willing and open for it.

18. Assignment • Identify a concept or an idea from the last 3 week’s course that you are interested in applying it in your organization • Prepare an ‘elevator’ presentation of 1 min, to a 2 Star General (1 power point slide = 1 min) • Include: • The idea/ concept • Why is it important • Why it benefits the mission • What do you want the general to do next, in support of your idea/concept

19. Assignment • During presentations, each participant will act as a major general. You are to rank: • the top 5 as ideas/concepts, • the top 5 in presentation style, and • the top 5 in completeness of concept introduction and plan of action