Organizational Development Consultant

Fifteen Techniques for Implementing Decisions: #10 Project Plans

January 10, 2015

“We seem to have a difficult time moving from large, complex goals into detailed action plans. Is there a technique that can help us better organize our efforts in this type of situation?”

#10: Project Plans

What are Project Plans?

The Project Plans technique helps you effectively prepare a complex action plan. After an organization or group has agreed upon and approved a goal, the next step is to create an action plan for achieving that goal. If the goal is large and complicated, the resulting action plan will have several levels and categories of activity.

A Project Continue reading

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Fifteen Techniques for Implementing Decisions: #9 Project Teams

January 2, 2015

“I’ve just been asked to lead a change project within our company. I know I don’t have all the skills and information to achieve the expected results on my own. It’s going to be especially tricky because a lot of groups are going to be impacted by the change, and I’m sure they are going to resist. What can I do to lower my risk and improve my chances of success?”

#9: Project Teams

What are Project Teams?

Most significant decisions require changes to people, processes or technology when they are implemented. Therefore, they require significant effort to Continue reading

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Fifteen Techniques for Implementing Decisions: #8 Project Charters

December 21, 2014

“I’ve been asked to lead a change project within my company, but I’m not really sure what is expected. What should I do?”

#8: Project Charter

What is a Project Charter?

A Project Charter is a one page document that describes the new project’s:

  • Objectives
  • Measures and targets – both financial and non-financial
  • Deliverables
  • Assumptions re: support requirements, risks, inter-dependencies, etc.
  • The Project Sponsor (the leader ultimately accountable for the project’s success) the Project Manager (the person who leads the project on a day-to-day basis), and Team Members (people assigned to the project either full or part time), and Continue reading
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Fifteen Techniques for Implementing Decisions: #7 Transformation Map

December 7, 2014

“My leadership team and I have a pretty clear idea of where we want to be in the next 5 years, but don’t know exactly how to get there. There are so many issues and improvements to address. It’s hard to get our heads around them. What suggestions do you have?”

#7: Transformation Map

What is a Transformation Map?

A Transformation Map is a one page visual depiction of the plan for implementing a strategy or goal. It describes the major results, actions and milestones required to achieve your strategic goal, along with the expected timing of Continue reading

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Fifteen Techniques for Implementing Decisions: #5 Force Field Analysis

November 20, 2014

“There are a number of competing groups within my organization. Sometimes a good idea can be squelched because the people who thought of and developed the idea did not consider its potential opposition. Is there a systematic process to deal with this type of potential problem?”

#5:  Force Field Analysis

What is Force Field Analysis?

Force Field Analysis is a technique that involves identifying both the forces that support and the forces that resist a decision or change, and then determining how to strengthen the positive forces and weaken the negative forces so that the change can Continue reading

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Fifteen Techniques for Implementing Decisions: #4 Individual Action Planning

November 17, 2014

“Sometimes I wish people would take responsibility for their own part in implementation. We have people from different areas of the organization in the room and I they would say what they will do to help us achieve our goals. Do you have any suggestions?”

#4: Individual Action Planning

What is Individual Action Planning?

Individual Action Planning is a simple technique for identifying individual commitments and contributions to the implementation of a goal.

In this process, each individual in the meeting group publicly states what he or she intends to do to support the newly agreed-upon Continue reading

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The 4 Phases of Sustainable Change

October 26, 2014

If you are designing a change program, you will likely want to customize a plan that will best meet the needs of your particular situation.  I’ve shared a few models of transformational change over the last few weeks, and today I share my own model.As we all know, most change programs don’t stick.  So this model focuses on sustainability.

Whatever model you chose or customize, successful organizational change is reliant on a solid plan, buy-in and engagement with key stakeholders, rigorous implementation, and a focus on the factors that will enable long term sustainability.

ppt_docs_for_top_10_pptx

I encourage you to Continue reading

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Another view of the Phases of a Change Project

October 20, 2014

There are many solid models describing the phases of a transformational change program.   In my last blog, I shared the 5 Stages of Business Transformation from Clive Mallard of the Independents’ Consultant.  Today I share another excellent example from Maryann Gallivan of Gallivan Consulting.  Here it is.

Project_Overview_one_pager_pptx

 

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You will find my book Mission Critical Meetings: 81 Practical Facilitation Techniques on Amazon.

http://www.amazon.com/Mission-Critical-Meetings-Facilitation-Techniques/dp/1627870377/ref=sr_1_2?s=books&ie=UTF8&qid=1408719109&sr=1-2&keywords=Mission+Critical+Meetings

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The 5 Phases of Business Transformation

October 13, 2014

In this blog I share insights from Clive Mallard of The Independents’ Consultant, who articulates sound advice for anyone involved in a large scale change within their organization.

It may be that you’re dealing with a single process within the business, or a specific function of the business; you could even be involved in part of a major transformation programme across the business. Whatever the scale though, for a business transformation to be successful, each of the 5 phases must be followed. So here’s a brief overview…The first phase is to Discover what the burning Continue reading
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Why implementation matters in a major change effort

October 7, 2014

This excellent article from McKinsey is a must read for those implementing transformational change in their workplace.

Why implementation matters

How important is the way you implement a major change effort? We surveyed more than 2,000 global executives to find out—and to learn from the best.

August 2014 | byRaphael Pustkowski, Jesse Scott, and Joseph Tesvic

Implementation matters. That may be no surprise to executives who have lived through the challenges of actually executing strategies and major change programs. But what may surprise you is just how much impact implementation has on a range of measures Continue reading

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