CMI Atlanta_Nov2016

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Atlanta Chapter November 2016

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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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Introduction

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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


Change Management Is …

A developing profession …

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… needed to support the

rapidly changing demands

on organizations.


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


Why Do Change Projects Fail?

Project

Output Outcome

Benefits &

Goals

Enables Which

Realizes

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Top Two Impacts to Success Or Failure

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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


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


Change For Individuals - Transition

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Often difficult, strange, stressful

and disorientating for those

affected’


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


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


Acknowledgements

Presentation content developed by:

Pink Elephant (www.pinkelephant.com)

APMG International (http://www.apmg-international.com/)

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http://www.pinkelephant.com/

http://www.apmg-international.com/



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Who, Why and How of

Change Management

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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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Change Management Institute

& Atlanta Chapter

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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

http://www.change-management-institute.com/





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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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Sponsor Appreciation

• Special content provided by:

• Food and drink provided by:

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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]

mailto:[email protected]















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CMI Atlanta_Nov2016