In this webinar, Audra will share useful insights from our significant database, of almost 400,000 individual data points from over 26,000 respondents.

1. How to double commitment to
change
Audra Proctor – Director, Changefirst
6th November 2014
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2. About Audra
 Audra Proctor, Director of Learning, Changefirst
 Research & development of our blended service
offering – online and face-to-face workshops
 IP and methodology (PCI®)
 20 years experience working with global
organisations
 Building change capability
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3. Few organisations are highly effective at
change implementation
20%
Highly Effective -
Change Enablers
63% 17%
Moderately
Effective
PMI: Pulse of the Profession –
Enabling Organizational Change through Strategic Initiatives
Minimally
Effective
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4. Minority of organisations are improving
CHANGE MANAGEMENT EFFECTIVNESS GREATER THAN 1 YEAR AGO
PMI: Pulse of the Profession – Organizational Agility
40%
More success
Unchanged or less success
60%
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5. And, the costs are high!
Gartner:
“80% of all technology projects
were not used in the way intended
or not used at all six months after
installation”
UK spending on IT per year
(£ billion)
Estimated UK spending
ZDNet
Clegg, University of Sheffield
90
80
70
60
50
40
30
20
10
0
wasted (£ billion)
PMI:
“US$109million lost for every
US$1billion spent on projects ”
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7. Change Plan vs. Reality
Change Plan – How organisations see change
Change Reality – How people see change
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8. That’s why we see a lot of acceptance
rather than commitment
Think about the last change you went through.
What stage are people at?
Make your choice in the poll on the right hand side of the
screen.
A. Still resisting the change for various reasons
B. Accept the change but not committed
C. Committed to new ways of working
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9. That’s why we see a lot of acceptance
rather than commitment
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10. Stubborn “Value Gap”
Implement
Install
Value Gap
Time
Business Case
Achievement
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11. Good people get lost!
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12. Data to integrate change risks into project dashboards
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13. The Power of Data
Process
Measurement Data
~400,000 data points
>15,000 participants
>40 countries
‘000s of projects
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14. Turning legacy risks into enablers
1. Reward & recognise people
2. Increase involvement
3. Enrol informal influencers
4. Help managers role model
5. Increase solution visibility
Changefirst Initiative Legacy Assessment data – 2007-2014
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15. Planning for commitment
Change Stage Resistance % Acceptance % Commitment %
Past Changes 21 54 25
CURRENT
Change Announced 18 49 33
Change kicked-off 16 66 18
Change mid-implementation
16 56 28
Change completed 19 27 54
Current Changefirst data - 2014
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16. Plan > Review > Pivot / Persevere
1. Solution Visibility – 7 points
2. Future State/Vision – 6 points
3. Sponsor Behaviour – 6 points
4. Local Mgrs. Support – 5 points
5. Personal Imperative – 4 points
Changefirst Initiative Risk Assessment data – 2007-2014
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17. It seems possible to build more commitment
Change Stage Resistance % Acceptance % Commitment %
Past Changes 21 54 25
CURRENT
Change Announced 18 49 33
Change kicked-off 16 66 18
Change mid-implementation
Change completed 19 27 54
Current Changefirst data - 2014
16 56 28
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18. Big Questions
#1 Why are the resistance numbers more or
less unaltered throughout the whole
process?
#2 What happens at the end of a project that
makes acceptance fall and commitment
increase, both dramatically?
http://ad.changefirst.com/data-report-1/
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19. Organisational Change Productivity tool
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20. Any questions?
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21. e-change®
The Enterprise Change Management Platform
Enabling organizations to deliver projects successfully
Visible user roadmap for project delivery
Proven toolkit for assessing and tracking
projects
Practical collaboration and sharing functionality
Comprehensive change management
curriculum
14-day FREE Trial on
http://www.changefirst.com/e-change-free-trial
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22. Connect
Join over 3,500 members and 900 followers on our LinkedIn pages
Follow us for the latest news and announcements
Sign-up to our monthly newsletter at www.changefirst.com
Contact me
01444 450 777
audra.proctor@changefirst.com
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23. Thank you!
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