More Related Content Similar to How to create and share a compelling case for organisational change (20) How to create and share a compelling case for organisational change1. © Changefirst Limited, all rights reserved
David Miller
CEO
Welcome!
How to create and share a
compelling case for
organisational change
2. © Changefirst Limited, all rights reserved 2014 changefirst.com 2
David Miller
Chairman and Founder of Changefirst
Founded Changefirst in 1995
Experience across major changes
including; client strategy
implementation, technology roll-out,
business change process changes,
restructuring and quality management
Passionately believes that people are
key to the successful delivery of
change within organisations
Introducing our presenter
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We will cover the following:
Why a shared case for change is so important for change success
Why people need to know this stuff
Three key components for a powerful case for change
How you can communicate the shared case for change effectively
Top hints and tips – based on over 25 years’ experience
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Leaders are generally unsuccessful at communicating
change
Only 40% of employees feel that changes are effectively communicated
at their organization
Only 40% of employees think that the reasons for changes are clearly
explained.
Only 50% of workers think company leaders are succeeding in building
enthusiasm for change.
Data from - Towers Watson 2014 Global Workforce Study
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Support
Act
Acceptance
Hear
Understand
Awareness
Use
Own
Commitment
Time
LevelofCommitmentLeaders need to do build commitment
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An effective case for change…..
Why we can’t stay where we are (Imperative)
Picture of the future state (Vision)
How we will get there (Solution)
Slide 6
HOW?
Future
State
Vision
WHAT?
WHY?
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Why we cannot stay where they are (Imperative)
- Cost of status quo > cost of changing
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Where we are going (Vision)
- positive and clear picture of the future
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‘Elevator Speech’ Example – Santa Inc.
Imperative: We can’t stay where we are because………..
Many children have been receiving their presents after they wake up and
are sometimes not getting the presents they asked for! This is mainly
because of old fashioned, poorly managed sleigh technology. This has led
to unhappy children who are beginning to doubt Santa Claus exists.
Vision: When this change has been successful………
Our children will get the presents they wanted - before they wake up on
Christmas Day. Children will be happy.
Solution: To achieve this we will……….
Implement new sleigh technology that will improve our delivery processes.
In addition we will improve communication between the Children’s
Requests BU in Lapland and the Santa reindeer delivery team.
Slide 10
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“We are launching a transformation
initiative to create world-class equality
and improve diversity. We are going to
use an authentic game changer approach
to socialize... ”
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Elevator Speeches
Easy to tell and re-tell
Relevant to the audience
Less than three minutes
Use stories – but carefully!
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Build elevator speech plan initial communications
- focused on elevator speech
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Hints and Tips
Urgency sustains change not fear
Make the elevator speech a powerful tool to mobilize people:
o Relates to their knowledge of the business situation
o People internalize why they personally have to change
o Able to share the elevator speech with others
o Language simple and free of jargon
Describe behaviour change clearly
Ensure you have sufficient sponsor commitment to proceed
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e-change®
The Enterprise Change Management Platform
Build change management plans
Enabling organisations to deliver projects successfully
www.changefirst.com/e-change
Learn a robust change process
Assess people change risks
Collaborate with team members
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+44 (0)1444 450 777
Editor's Notes 2 13 Thank you for joining our webinar, we have had a great turn today out with some thought-provoking questions.
Before you go, I would like to tell you a bit about our online change management application – e-change.
e-change is the one-stop shop for learning and applying our methodology. People Centred Implementation (PCI).
With e-change you can:
Learn the PCI methodology through e-change academy
Assess people change risks using tools from e-change diagnostics
Build comprehensive change plans using the change roadmap
And collaborate with team members through the change community
We’ve recently added some new features including the virtual change coach who will guide you through e-change with hot-tips and helpful ‘how-to’ videos for each section.
If e-change sounds like something that would benefit you or your organisation, or you are simply keen to learn more, why not visit our website and go to
www.changefirst.com/e-change.
CLICK - LinkedIn: Join our active LinkedIn Group community. With over 4000 members it’s a great place to network, share ideas and stay up to date with change related topics.
CLICK -Twitter: You can also follow us on Twitter for updates and announcements relating to news and events, whitepapers and webinars.
CLICK - Newsletter: Register for our monthly newsletter at www.changefirst.com where you can learn about
You can also contact us