Nick Stannard Manager, Customer Success, LinkedIn

“To improve is to change; to be perfect is to

change often.” – Winston Churchill

Will Leahy Global Performance Consultant, LinkedIn

“Everybody has a plan until they get

punched in the face” – Mike Tyson

Today’s

agenda

• Change management defined

• Becoming a “Change Agent”

• One simple framework

• Theory in practice

• Practical application

• Q&A

How did that make you feel? This refers to us

tricking the

audience about

changing rooms

during our intros

Change Management helps: Reduce disruptions to people and business

Drive intended behavior

What is Change Management?

Remove barriers:

• How could this fail?

• Connect change to the broader mission

and vision – WIIFM?

Managing change should be about helping your people understand the

organizational changes and the value received from transforming the business

% Of change

management efforts

fail to achieve target

impact

What is a Change Agent?

What do Change Agents do?

• Change agents encourage employees to support the

transformation in their daily actions, behaviors, and attitudes

• Change agents take initiative, remain positive, & employ empathy

Why is a change agent important?

• Projects require employee commitment for success and leaders

• Play a critical role in engaging and protecting employees and

gaining employee commitment and buy-in

• Who will guide people through the change curve?

Famous Change Agents – Who Do YOU Relate to?

Change Journey Across the Transformation

Perf

orm

an

ce

Time

“The

Valley of

Despair”

Change frameworks can be overly complex…

Navigating Through Change Management

1. Inspire – Get People Excited 2. Educate – Drive Understanding

3. Measure – Track Success with Data 4. Reward – Reinforce Positive Behaviors

Manage change and drive adoption in 4 easy steps…

Theory in Practice

Inspire

Educate Measure

Reward

• Have a senior leader kick off

the initiative in a town hall

meeting

• Host a contest for team that

comes up with the best

change slogan

• Connect the

change to the

mission, vision, &

values of the

organization

• Have a “kick-off day” for the

change dedicated to learning

and practicing

• Post important collateral on

an internal micro-site or wiki

• Clearly define exactly what

success looks like

• Define 3

quantifiable

measures to asses

adoption and

progress on goals

• Send the top adopter on a

weekend vacation

• Recognize top

adopters during a

team meeting and

promote them

Putting the human back in Human Resources

Let’s get practical

• Define Audience

• Create Delivery Schedule

• Assign resources and curriculum

Solution Analysis

• Develop Training Collateral

• Design Assessments

• Assign Resources

Solution Development • Deliver Training

• Administer Assessments

Delivery

• Provide coaching and feedback

• Assess needs

• Conduct refresher training

Evaluation

Insert Change

Management

Sr. Director to host kickoff call

Design interactive

learning day with small groups

Report out on goal attainment individually and

as a group

Celebrate success and

deliver results

Inspire Educate Measure Reward

Change Across the Transformation

Pe

rfo

rma

nc

e

Time

“The valley

of despair”

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