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Change Capable Org 11

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This document discusses building a change-capable organization. It notes that coping with change is the top concern for CEOs and nearly 50% lack confidence in their organization's ability to manage changes. Additionally, two-thirds of organizations report being near or at a point of change saturation. The document proposes that developing change capabilities throughout an organization can help build responsiveness to change, which is a competitive advantage. It outlines PeopleFirm's strategy for building a change-capable organization based on growing resilient change capabilities, building expertise, embedding change into the culture, and tailoring the approach to each client's unique needs.

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Building a Change Capable Organization What keeps you up at night? If youre bracing for the Can we build a more nimble organization? next wave of change, How much change is too much? Can we build change capability youre not alone... throughout our organization? How do we get our front-line CEOs Top Concern Already at Saturation employees to adapt to change? What about our executives? CEOs report that coping with change is Making matters worse, two-thirds of How do we ensure that our their most pressing challenge. While this organizations surveyed by Prosci in 2009 has been the top concern for global CEOs are reporting that they are near or at the managerseffectively lead their teams since 2004, a recent report revealed that point of change saturation. This saturation through transformative change? nearly 50% of executives lack confidence dynamic, combined with the volume and in their organizations ability to manage speed of change, is resulting in employee the changes they will face.1 disengagement and resistance. Worse yet, as employees disengage, we are seeing 48% are not confident that their a corresponding increase in project culture can quickly mobilize to failures and an overall decrease in Stage 3 serve new markets and customers organizational productivity. Build Change Stage 2 Capacity Through Enterprise 50% indicate their culture is not Focused Project adaptive enough to respond Responsiveness to Change = Stage 1 Execution positively to change Competitive Advantage CM Framework Design Agile, innovative, responsive, nimble, 44% are not sure their workforce creative, flexible these are the words is prepared to adapt to and that define the organizations that will manage change2 succeed in todays business environment. Those organizations who successfully embed change capability into the fabric Change saturation is real Change Intensity on the Rise of the company will develop a competitive advantage in the markets in which they and shows up in your While organizations are marginally operate. To assist our clients in capturing people, projects, and improving their capacity and skills to this advantage, PeopleFirm has developed effectively manage change, the volume, a proven strategy for building a bottom-line results! complexity, and magnitude of the Change-Capable Organization. Source: Proscis 2009 Best Practices in Change Management changes to be absorbed are increasing and benchmarking study at an unprecedented pace. In fact, most companies continue to struggle to manage change in support of large-scale projects, let alone build change capability across the enterprise. (1) IBM Global CEO Study: Capitalizing on Complexity, 2010 (2) Accentures 2010 High Performance Workforce Study An agile organization has more strategic insight into human capital strategy and the workforce capabilities needed to execute strategy rapidly and effectively. The Agile Organization, July 2010 Farley & Gossage Your People = Your Success
PeopleFirms 4 Cornerstones to Building a Change-Capable Organization Expertise Embed Grow Resilient Change Capabilities Every client has a unique path to Build deep change expertise Root agility into the culture by integrating within the organization to ensure change competence in the Talent change competence. By applying knowledge sharing and continuous Management processes including hiring, PeopleFirms Change Capability learning across the organization. learning & development, performance framework we help our clients management, and rewards. build a customized roadmap Foundation Alignment addressing their specific objectives and culture. Regardless of the Select a common change framework, Integrate change into program path to competence, leadership approach, and training method to governance, project management, establish a common language and and strategic planning initiatives sponsorship and engaged understanding of change. across the enterprise. support remain the crucial requirements for success. Cultivate a Disciplined Approach Once leadership support is secured, building A strong Foundation is required to across the full breadth of organizational change capability requires investment and get started, including a common change initiatives. At maturity, a Change Capable action along two key dimensions: management framework. With maturity organization will have Embedded this comes an increase in the breadth of change expertise into their organizations culture, 1. Grow change management know-how, capability, building Expertise at both allowing the organization to accept, capabilities, and expertise within the individual and group levels across the interpret, and quickly respond to organizations workforce. organization. Our model seeks to increase the opportunities and challenges of 2. Cultivate a disciplined approach to the number of employees with a strong the 21st century. designing, managing, and executing competence for change who have change programs. Alignment to a disciplined approach PeopleFirm, LLC About PeopleFirm Seattle Office: We are a consultancy passionate about our singular mission: helping our clients achieve 2201 6th Avenue, Suite 1516 a competitive advantage through their people. To that end our service focus is: Seattle, WA 98121 Portland Office: People Strategy We Organizational Performance - Our 408 NW Fifth Ave assess organizational approach builds high-performing organizations Portland, OR 97209 investment options across by maximizing individual and team contributions all areas related to people through strategic alignment, effective structures, o 206.462.6462 and talent management and supporting cultures. f 888.651.1976 with the goal of selecting Talent Management - Addressing the the best investment employee lifecycle from entry to exit, www.peoplefirm.com course that propels the PeopleFirm designs and implements solutions organizations strategy. that optimize talent management processes 息 PeopleFirm, All rights reserved. and improve employee experiences. Adoption and Change Execution We are recognized for designing and leading change management programs that lower risks, accelerate results, and deliver value. Our Your People = Your Success proven approach ensures change sticks.

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Change Capable Org 11

  • 1. Building a Change Capable Organization What keeps you up at night? If youre bracing for the Can we build a more nimble organization? next wave of change, How much change is too much? Can we build change capability youre not alone... throughout our organization? How do we get our front-line CEOs Top Concern Already at Saturation employees to adapt to change? What about our executives? CEOs report that coping with change is Making matters worse, two-thirds of How do we ensure that our their most pressing challenge. While this organizations surveyed by Prosci in 2009 has been the top concern for global CEOs are reporting that they are near or at the managerseffectively lead their teams since 2004, a recent report revealed that point of change saturation. This saturation through transformative change? nearly 50% of executives lack confidence dynamic, combined with the volume and in their organizations ability to manage speed of change, is resulting in employee the changes they will face.1 disengagement and resistance. Worse yet, as employees disengage, we are seeing 48% are not confident that their a corresponding increase in project culture can quickly mobilize to failures and an overall decrease in Stage 3 serve new markets and customers organizational productivity. Build Change Stage 2 Capacity Through Enterprise 50% indicate their culture is not Focused Project adaptive enough to respond Responsiveness to Change = Stage 1 Execution positively to change Competitive Advantage CM Framework Design Agile, innovative, responsive, nimble, 44% are not sure their workforce creative, flexible these are the words is prepared to adapt to and that define the organizations that will manage change2 succeed in todays business environment. Those organizations who successfully embed change capability into the fabric Change saturation is real Change Intensity on the Rise of the company will develop a competitive advantage in the markets in which they and shows up in your While organizations are marginally operate. To assist our clients in capturing people, projects, and improving their capacity and skills to this advantage, PeopleFirm has developed effectively manage change, the volume, a proven strategy for building a bottom-line results! complexity, and magnitude of the Change-Capable Organization. Source: Proscis 2009 Best Practices in Change Management changes to be absorbed are increasing and benchmarking study at an unprecedented pace. In fact, most companies continue to struggle to manage change in support of large-scale projects, let alone build change capability across the enterprise. (1) IBM Global CEO Study: Capitalizing on Complexity, 2010 (2) Accentures 2010 High Performance Workforce Study An agile organization has more strategic insight into human capital strategy and the workforce capabilities needed to execute strategy rapidly and effectively. The Agile Organization, July 2010 Farley & Gossage Your People = Your Success
  • 2. PeopleFirms 4 Cornerstones to Building a Change-Capable Organization Expertise Embed Grow Resilient Change Capabilities Every client has a unique path to Build deep change expertise Root agility into the culture by integrating within the organization to ensure change competence in the Talent change competence. By applying knowledge sharing and continuous Management processes including hiring, PeopleFirms Change Capability learning across the organization. learning & development, performance framework we help our clients management, and rewards. build a customized roadmap Foundation Alignment addressing their specific objectives and culture. Regardless of the Select a common change framework, Integrate change into program path to competence, leadership approach, and training method to governance, project management, establish a common language and and strategic planning initiatives sponsorship and engaged understanding of change. across the enterprise. support remain the crucial requirements for success. Cultivate a Disciplined Approach Once leadership support is secured, building A strong Foundation is required to across the full breadth of organizational change capability requires investment and get started, including a common change initiatives. At maturity, a Change Capable action along two key dimensions: management framework. With maturity organization will have Embedded this comes an increase in the breadth of change expertise into their organizations culture, 1. Grow change management know-how, capability, building Expertise at both allowing the organization to accept, capabilities, and expertise within the individual and group levels across the interpret, and quickly respond to organizations workforce. organization. Our model seeks to increase the opportunities and challenges of 2. Cultivate a disciplined approach to the number of employees with a strong the 21st century. designing, managing, and executing competence for change who have change programs. Alignment to a disciplined approach PeopleFirm, LLC About PeopleFirm Seattle Office: We are a consultancy passionate about our singular mission: helping our clients achieve 2201 6th Avenue, Suite 1516 a competitive advantage through their people. To that end our service focus is: Seattle, WA 98121 Portland Office: People Strategy We Organizational Performance - Our 408 NW Fifth Ave assess organizational approach builds high-performing organizations Portland, OR 97209 investment options across by maximizing individual and team contributions all areas related to people through strategic alignment, effective structures, o 206.462.6462 and talent management and supporting cultures. f 888.651.1976 with the goal of selecting Talent Management - Addressing the the best investment employee lifecycle from entry to exit, www.peoplefirm.com course that propels the PeopleFirm designs and implements solutions organizations strategy. that optimize talent management processes 息 PeopleFirm, All rights reserved. and improve employee experiences. Adoption and Change Execution We are recognized for designing and leading change management programs that lower risks, accelerate results, and deliver value. Our Your People = Your Success proven approach ensures change sticks.