Beyond Deployment
How IT Can Inspire, Motivate, and Drive Sustainable Adoption
Cory Banks
PRD325
Risks and costs for not managing change
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What Is Change Management?
On a project level:
• Change management is the application of a structured
process and set of tools for leading the people side of
change to achieve a desired outcome.
On an organizational level:
• A leadership competency for enabling change within an
organization
• A strategic capability designed to increase change
capacity and responsiveness
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Copyright Prosci 2015. All rights reserved.
Prosci Five Tenets
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1
We change for a reason.
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Organizational change requires individual change.
3
Organizational outcomes are the collective result of
individual change.
4
Change management is an enabling framework for
managing the people side of change.
5
We apply change management to realize the benefits
and desired outcomes of change.
Copyright Prosci 2015. All rights reserved.
Project Change Triangle™
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Prosci ADKAR Model
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®
The five building blocks for successful change
Awareness
Desire
Knowledge
Ability
Reinforcement
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Copyright Prosci 2015. All rights reserved.
Prosci ADKAR Model
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Copyright Prosci 2015. All rights reserved.
®
Prosci® Flight Risk Model
1st communication or
1st rumor
Increasing resistance
Decreasing productivity
Comfort / security
Worry / uncertainty
Risk / flight
Time
Prosci® Flight Risk Model
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Copyright Prosci 2015. All rights reserved.
Prosci® Flight Risk Model
1st communication or
1st rumor
Increasing resistance
Decreasing productivity
Dept. A
Dept. C
Dept. B
Dept. D
Time
Prosci® Flight Risk Model
18
Copyright Prosci 2015. All rights reserved.
Productivity loss
Employee dissatisfaction
Passive resistance
Turnover of valued employees
Tangible customer impact
Active resistance
Opt-out of the change
COALITION OF SPONSORS
$
Sponsor Effectiveness Directly
Correlates to Project Success
p. 114
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Copyright Prosci 2015. All rights reserved.
Which Roles Are Senior Leaders
Struggling to Effectively Fill?
p. 114
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Copyright Prosci 2015. All rights reserved.
Which Roles Are Managers/Supervisors
Struggling to Fulfill?
p. 128
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Preferred Senders of Change Messages
p. 136
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Copyright Prosci 2015. All rights reserved.
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Not Everyone Changes at the Same Pace
Person A
A
D
K
A
Person B
A
Person C
A
D
K
D
A
A
D
K
A
A
D
Person H
A D
K
Person I
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Copyright Prosci 2015. All rights reserved.
R
A
D
K
A
Person F
Person G
A
K
Person D
Person E
R
A
A
R
R
D
K
R
K
A
A
R
R
R
A
D
K
A
R
Personal
Productivity
Group
Productivity
Service
Productivity
General
Adoption
Projects
Sprints
Enable Innovators / Early Adopters
3-6 month ‘Uplifts’
1 month
Initiatives
Solution Deployment
‘Comms & Training’
Business Change
• Focussed on delivering the
technology solution aligned with the
specification and business
requirements.
• Project include two components to
deliver the ‘Solution’, Communication
and Training.
• Focus on achieving the business value
from the solution.
• Scope does not include adoption or
change management requirements.
• Change management is left to the
‘business’.
• Communication focusing on raising
awareness and letting people know
the what, where, when and why.
• Staff engagement through Sponsors,
Champions and Leaders working with
their teams to identify the personal,
team and organisational benefits.
• Training is focussed on teaching
functionality in generic ways, using
dummy data, in a sandbox
environment.
• Realising benefit of the solution
through connected changes to
processes, behaviours and
technology.
a means of solving a
problem or dealing with a
difficult situation
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