PNW July Webinar Demographics
We have 36 participants!
Industry
Location
Other: Airline, Automotive, Construction
As of 7/11
1
ACMP PNW
REGIONAL
CHAPTER
Webinar
July 17, 2013
TODAY’S AGENDA
Topic
Welcome & Review Agenda
Review ACMP PNW Chapter
Mission
Change Competencies Point of
View (POV)
Q&A
Update on Symposium 2013
CHANGECONNECT
Duration
5 minutes
10 minutes
30 minutes
30 minutes
10 minutes
DURING TODAY’S SESSION
Your Participation is encouraged via:
1. Polling: Your input will be
requested live during the
presentation. We will alert you to
each polling question and a popup on your screen will appear
2. Questions: You can enter your
questions, anytime during the
presentation, in the left hand
“GoToWebinar” box and we will be
monitoring the entries and will
address as many as possible during
the Q&A section of the session
CHANGECONNECT
OVERVIEW OF OUR
CHAPTER MISSION
AND GOVERNANCE
LED BY ERIN DALY
ACMP PNW CHAPTER VISION
The ACMP PNW Regional Network is a locally focused, globally inspired
network of change management professionals and learners.
We create connections for the purpose of increasing the capability
and capacity of individuals and organizations to evolve and advance
the response to the ever increasing pace of change.
CHANGECONNECT
Your ACMP Pacific Northwest
Board of Directors
Role
May 2012-July 2013
August 2013-May 2014
President
Suzy Hilton
Tara Beckman
VP
Tara Beckman
Sarah Hutchinson
Secretary
Nancy Richards
Nancy Richards
Treasurer
Bradd Busick
Bradd Busick
Officers
•
•
•
•
•
•
Advisors &
Extended
Team
•
•
•
Sarah Hutchinson
Karl Hunrick
Beth Montag-Schmaltz:
ACRC Global Liaison
Erin Daly: Symposium Lead
Keely Killpack: TLT
CHANGECONNECT
•
Lizette Tucker: Governance & ACRC Liaison
Whitney Ferguson: Member Engagement
Barbara Belk: Marketing & Communications
Ali Noonberg: Marketing &
Communications
Erin Daly: Symposium Lead
•
•
Suzanne Hilton-Esaki: Chapter Advisor
Beth Montag-Schmaltz: TLT Liaison
HOW IT ALL FITS TOGETHER
Global ACMP
ACMP PNW
Regional
Network
• Networking
• Job Opportunities/
Recruits
• Sharing/
Informative
• Future Professional
Development Units
(PDU’s)
• Non-profit
volunteer
opportunities
ACMP PNW
Regional Network
Board of Directors
• Governance
• Strategy/Guidance
• 5-10 members
• Volunteer, then elected
ACMP PNW
Regional Network
Thought Leadership
Team (TLT)
• Thought Leaders in building change
capability within their organizations
• Deep Dive on rotating topics
• Accountable for sharing with
community & outreach
• Small number of members
Change
Community
• Learning
• Networking
• Sharing
• Activities (e.g., Symposium)
• 200-300 members
(those primarily interested in
Change in NW)
CHANGECONNECT
THOUGHT LEADERSHIP TEAM
OBJECTIVE
To gather a select group of
Change Management professionals
who are passionate around building change capability
within their organizations,
and want to create a community of practice
through which to learn, collaborate, innovate, aggregate
and share back
to our change community.
CHANGECONNECT
TLT POINT OF VIEW:
CHANGE COMPETENCIES
LED BY ERIN O’CONNELL, PH.D.
CHANGE PROFESSIONALS
COMPETENCY CATEGORIES
Competencies:
Science
Knowledge
Art
CHANGECONNECT
 Demand
consistency
 Inform talent
management and
career pathing
 Balance exposure,
education, and
experience
THE ART SKILLS
 Self-awareness -- emotional awareness, confidence,
accurate self-assessment
 Self-regulation -- self-control, trustworthiness,
conscientiousness, adaptability, innovation
 Motivation -- drive, commitment, initiative, optimism
 Interpersonal skills -- understanding others, empathy,
developing others, service orientation, leveraging
diversity, political awareness
 Social skills -- influence, conflict management,
interpersonal communication , leadership, executive
presence, change catalyst, active listening, building
bonds, cooperation and collaboration, team
capabilities
CHANGECONNECT
SCIENCE SKILL
DIFFERENTIATORS
 Organization analysis and assessment
 Ability to measure impact
 Data collection, analysis, documentation and
interpretation (identification, segmentation, surveys,
interviews, focus groups, root cause analysis)
 Metrics and outcomes (KPI’s, scorecards)
 Lessons learned analysis and documentation
techniques (after action reviews, plus/delta )
 Resistance management
 Strategic thinking
 Negotiation skills
CHANGECONNECT
KNOWLEDGE SKILL
DIFFERENTIATORS
 Coaching and mentoring
 Advanced facilitation
 Change management principles and associated theory,
methodology, techniques and tools
 Change management vocabulary/glossary
 Latest change management research and developments
 Motivational theories and practices (rewards, recognition)
 Adult learning theory
 Behavioral psychology
 Human behavior and dynamics
 Leadership theories, practices and roles
 Performance management
 Organizational design and development
 Related methodologies (Agile, Lean, Six Sigma)
CHANGECONNECT
WHAT ELSE IS POSSIBLE
FROM HERE
LED BY SUSAN GARRIETY
EXAMPLE ROLE &
COMPETENCY MATRIX
Defined role levels
Acts as organizational change management lead Responsible for developing a strategy and
to create and implement change management process to manage the change (communication,
plans that minimize employee resistance and
training, and behavior change). Provides
maximize employee engagement for …
consultation on...
Motivation
With assistance, identifies what needs to be
done and does it…
Under close supervision, consistently achieves
work objectives …
Under general supervision, identifies what needs
to be done and does it…
Self regulation
Demonstrates a willingness to experiment with
new ideas, within acceptable
boundaries;
by role
level With
assistance, identifies and communicates
opportunities to improve processes; With
assistance…
Demonstrates a willingness to experiment with
new ideas, within acceptable boundaries;
Identifies and communicates opportunities to
improve processes; Modifies own work...
Demonstrates a willingness to experiment with
new ideas, within acceptable boundaries;
Identifies opportunities to increase efficiency,
simplicity, or revenue; Identifies and
communicates...
Social skills
Treats others with respect; Maintains positive
relationships, even under difficult or heated
circumstances…
Accepts responsibility for one's own
performance and actions…
Accepts responsibility for one's own
performance and actions….
Plans and organizes work
Under close supervision, follows prescribed
plans for completing work objectives; …
Under close supervision, aligns own work plans Under general supervision, aligns own work
with core plans and processes of the work group plans with core plans and processes of the work
or department; ...
group or department; Identifies action steps...
Job Descriptions
Art
Skills
Science
Skills
Sr. Change Professional
Focused on the people side of change –
including changes to business processes,
systems and technology, job roles and
organization structures. The primary focus ....
Job Description
Knowledge
Skills
Change Professional Skill and Mastery Matrix (SAMM)
Jr. Change Professional
Change Professional
Defined Art, Science and
Recognizes symptoms that indicate problems; ... Assists in collecting information to understand
Knowledge competencies
problems and issues…
that mature over role levels
Analyzes and solves problems
Collects sufficient information to understand
problems and issues; Defines reasonable ...
Applies financial acumen
Under close supervision, gathers data for costbenefit analysis
With assistance, demonstrates understanding of With little assistance, demonstrates
how own team's performance fits into
understanding of how own unit's performance
departmental objectives…
contributes to overall organization's financial
results…
Change management discipline
Change management training and /or
certification
Change management training and /or
certification
CHANGECONNECT
Change management training and /or
certification at the train the trainer level.
OTHER OPPORTUNITIES COMMON CHANGE SCENARIOS
COMMON CHANGE SCENARIOS
Situation
Org Maturity
(scale of 1-5)
Large scale technology
implementation i.e. ERP, SAS etc.
3
Organize and coordinate Change
Champion coalition
3 thru 5
How much resistance is
anticipated? (H/M/L)
Skills and Competencies
Required
Medium
Sr. Change Professional
Defined by role levels and competencies
provided via prior slide showing
SAMM (Skills and Mastery Matrix)
Jr. Change Professional
How big is the change?
• 5,000 staff
• Going from single, antiquated
system
 Inclusive of the most relevant criteria
 Designed for practical application
 Scalable
-- What else is possible stemming from this work?
CHANGECONNECT
POINT OF VIEW SERIES, CONT’D
Part 1 Change Competencies
Part 2 Change Deliverables
 Tangible and tactical
 Differentiated work that we do well, beyond the
typical work of project management teams
Part 3 Change Career Path
 Built off base of change competencies and
related deliverables
 Distinct job descriptions by level
CHANGECONNECT
Q &A
CHANGECONNECT
19
2013
CHANGE CONNECT
SYMPOSIUM
October 23 & 24, 2013 at the Nike Worldwide HQ
We are building on the success of the 1 st Annual
conference and have:
 Extended the 2013 Change Connect Symposium
to include an additional half day. This year's event
will be a full day and a half and will allow us to
include additional breakout presenters and
provide more time for connecting!
 Moved our Networking event to a larger venue
 Added more opportunities to network throughout
the event
We’ve had great response
to our call for break-out
presentations and are
excited by the variety of
topics and caliber of
presentations
Details on the event
presentations will be
finalized in the next few
weeks....visit our site for
schedule announcements
Cost for 1. 5 day Symposium :
$400
$350 discounted price offered for:
Early registration (early registration
ends on Aug 23rd)
Member of ACMP
http://www.acmppnwnetwork.org/
THANK YOU!
INFO@ACMPPNWNETWORK.ORG
CHANGECONNECT