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Organization Change Implementation as Project Management. Rich Burton. Professor of Strategy and Organization. Organization Change Implementation as Project Management Co-Authors on Upcoming Book. Børge Obel , Aarhus University & consultant

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organization change implementation as project management
Organization Change Implementation as Project Management

Rich Burton

Professor of Strategy and Organization

organization change implementation as project management co authors on upcoming book
Organization Change Implementation as Project Management Co-Authors on Upcoming Book

Børge Obel , Aarhus University & consultant

Dorthe Døjbak Håkonsson, Aarhus University & MindLab

organization change implementation as project management corporate support
Organization Change Implementation as Project Management Corporate support

Novo Nordisk

Shell

Other consulting clients

Carroll et al 2006 NASA study

YOU! We need your comments & help

organization change implementation as project management what do we mean by project management
Organization Change Implementation as Project ManagementWhat do we mean by Project Management?

What is to be done?

Who is to do it?

When is it to be done?

Sounds simple!

slide5
Ray Levitt, Stanford University

Developer of Vite

SimVision Project Management

ePM consulting

obel h konsson burton the three step model

]

Step 1:

Organizational Audit & Design

  • Gather information
  • Make diagnostic analysis & determinemisalignments
  • Decidewhichmisalignments to fix for a new design

Step 2:

Action Plan

  • Assess the process & content costs for a proposedsequence
  • Determine the sequence of fixing misalignments
  • Decidewhichdetailed design variables to change

Step 3:

Implementation Plan

  • Allocateresponsibilities & resources
  • Decide on milestones & deadlines
  • Follow up on progress
  • Makeprogress visible
  • Communicate the plan
Obel Håkonsson BURTonThe three step model
microsoft quick review
Microsoft: Quick Review

Recently, Steve Balmer Microsoft’s retiring CEO wrote in an e-mail to all Microsoft employees:

“Today, we are announcing a far-reaching realignment of the company that will enable us to innovate with greater speed, efficiency and capability in a fast changing world.

Today’s announcement will enable us to execute even better on our strategy to deliver a family of devices and services that best empower people for the activities they value most and the enterprise extensions and services that are most valuable to business”.

we know a lot about strategy
We Know a Lot About Strategy…

Porter’s Five

Forces…

the three step model

]

Step 1:

Organizational Audit & Design

  • Gather information
  • Make diagnostic analysis & determinemisalignments
  • Decidewhichmisalignments to fix for a new design

Step 2:

Action Plan

Step 3:

Implementation Plan

The three step model
slide10
HP

On to March 21, 2012, HP announced:

“an organizational realignment to improve performance and drive profitable growth across the entire HP portfolio. The new structure is expected to speed decision making, increase productivity and improve efficiency, while providing a simplified customer experience. Ensuring we have the right organizational structure in place is a critical first step in driving improved execution, and increasing effectiveness and efficiency,” “The result will be a faster, more streamlined, performance-driven HP that is customer focused and poised to capitalize on rapidly shifting industry trends.”

On August 8, 2012 HP announced organizational changes for Enterprise Services with leadership changes

On August 21, 2013HP announced changes to its executive leadership team that will help the company accelerate its turnaround. In a separate organizational move, HP combined its marketing and communications organizations under the leadership of Chief Communications Officer Henry Gomez. All of the changes were to be effective immediately HP announced. (In principle this announcement covered all three steps in the implementation process).

slide15

Step 1:

Organizational Audit and Design

Step 2:

Action Plan

  • Assess the process and content costs for a proposedsequence
  • Determine the sequence of fixing the misalignments
  • Makedecision on whichdetailed design variables to change

Step 3:

Implementation Plan

Figure 1.1: Organizational Design Change Model[

organization change implementation as project management1
Organization Change Implementation as Project Management

Finding the right path or order of what to do

Aarhus University: IT timing created a problem

HP : informal first

The Diamond Model: the large number of

possible orders

organization change implementation as project management guidelines on the right path
Organization Change Implementation as Project ManagementGuidelines on the right path

Fixing one dimension is likely to make things worse; it takes more integration e.g., change structure only

Do IT first e.g., Aarhus University

Prepare the culture: HP

Incentives are frequently ignored: efficiency, effectiveness

Anticipate difficulties: focus on what can go wrong for a possible order

Things may get worse before they get better

Change is costly

slide19

Step 1:

Organizational Audit and Design

Step 2:

Action Plan

Step 3:

Implementation Plan

  • Allocateresponsibilities and resources
  • Decide on milestones and deadlines
  • Follow up on progress
  • Makeprogress visible
  • Communicate the plan

Figure 1.1: Organizational Design Change Model

organization change implementation as project management what who when
Organization Change Implementation as Project Management: What Who When

What are the tasks

Assignment of Who is responsible: individuals, group, committee, taskforce

When: the order of change

Milestones and deadlines

Lay out the Project Management chart

the three step model1

]

Step 1:

Organizational Audit & Design

  • Gather information
  • Make diagnostic analysis and determine the misalignments
  • Decidewhichmisalignments to fix for a new design

Step 2:

Action Plan

  • Assess the process and content costs for a proposedsequence
  • Determine the sequence of fixing the misalignments
  • Makedecision on whichdetailed design variables to change

Step 3:

Implementation Plan

  • Allocateresponsibilities and resources
  • Decide on milestones and deadlines
  • Follow up on progress
  • Makeprogress visible
  • Communicate the plan
The three step model
organization change implementation as project management overall assessment for pm
Organization Change Implementation as Project ManagementOverall Assessment for PM

Each step is a project of what, who and when

Your skills as PM can be crucial

Steps 2 & 3 are the more likely to be messed up

Your advantage is steps 2 & 3

organization change implementation as project management implications for you
Organization Change Implementation as Project Management Implications for you

Change is coming, Get involved – change is not spectator sport

Use your PM skills to be a change agent

Map what you see as a project with: what, who and when

Map what you think will happen as a project

Know what is happening; volunteer, join taskforces

Join Committees: ask questions, set agenda, report results, create what happened

Develop the change implementation plan for strategy and organizational design

Use your PM skills to be a change agent