SCALING UP EXCELLENCE
Eric D. Hieger, Psy.D.Senior Director, Change Leadership
Global Business TransformationADP
The Changing Nature ofBusiness & Behavior Change
in a Transforming World
Presented By:Eric D. Hieger, Psy.D.
Sr. Director, Change Leadership,Global Business Transformation, ADP
The Changing Nature ofBusiness & Behavior Changein a Transforming World
CHANGE =
WHATIF…?
INCREASEPace
AmplitudeScale
Complexity
ADAPT, MIGRATE, or DIE
CHANGE=
Learning,Unlearning,
New Learning,Growth,
Next LevelIntegration
Employees were empowered to take initiative in achieving the transformation’stargets
The organization was energized through ongoing communications andengagement
Sufficient resources were deployed against the transformation to makeprogress at the necessary pace
Top 5 actions with the highest correlation with success(In decreasing order of importance)1
The assessment phase of the transformation included identifying theorganization’s current capabilities and those that would be required to deliverthe transformation’s aspiration
Roles and responsibilities were clear, so people felt accountable for deliveringresults
1
3
4
5
2
1 Regression analysis performed on all mechanisms identified in the survey identifying the correlation between the tactics and the degree of success of thetransformation. The “top 5” have been selected based on the highest beta, with a significance of 95%
SOURCE: McKinsey Quarterly Transformational Change survey, January 2010
More Science Than Art in DesigningSuccessful Change Programs
Change LeadershipArchitecture and DesignStakeholder LeadershipActivating and SustainingCommitment Change Management
Operational ExecutionStakeholder Assessmentand ReadinessManagementCommunications andEngagement Planning &ExecutionRisk and IssuesManagement
Change the Way We Change:5 Key Principles
Principle 1: Business is in a continuous state ofchange (concurrent, fast, complex)… thereforechange management must become more agile,continuous and iterative
Principle 2: Focus change management effortson the new reality and future state toaccelerate progress
Principle 3: Traditional communications areno longer sufficient… change managementrequires dynamic, continual conversation andengagement
Change the Way We Change:5 Key Principles
Principle 4: Expand the circle ofaccountability for change… Value changeleadership which emerges from inside out,outside in, bottom up, top down and across theorganization
Principle 5: Adoption and internalizedbehavior change are the ultimate measure ofsuccess of change management
AGILE – ability to react quickly (speed) & flex
ADAPTABLE – ability to adjust, regulate,tolerate, & acclimate over time
RESILIENT – less stress, faster recovery
EMBRACING – welcoming change as a giftand an opportunity to thrive
SEEKING – seeking change and/or destabilizefor intentional positive change,i.e., improvement and innovation
CHANGE RESPONSE SPECTRUM
© 2014 Eric D. Hieger, Psy.D.
Change LeadersAlways Challenge
Themselves& Others
• Critical & Strategic Thinking• Creativity & Innovation• Collaboration• Learning Agility• Network Leadership
– Influence Without Authority
Key Areas ofTalent Development
Network Leader:Influence Without Authority
This role involves establishing strong networkperformance by building, aligning, and enablingbroad networks both internal and external to theorganization. Network leadership is more aboutinfluence than control; it is also a more indirect thandirect form of leadership, requiring leaders to createa work environment based on autonomy,empowerment, trust, sharing, and collaboration.
Source: CEB, The Rise of the Network Leader, 2013
The Change Champion’s responsibility:lead the focus on change dynamics…
Change Champion responsibilities include:Encouraging a disciplined approach to change leadership and managementactivities for the change effortWorking with team members to identify and document the impact of change onthe organization and specific stakeholder groups (both risk and opportunity)Working with the rest of the change team to develop the change story,communications strategy, and messages for all stakeholder groups and thoseaffected by the change
Eric D. Hieger, Psy.D.Sr. Director, Change LeadershipGlobal Business [email protected]/in/drerichieger@drerichieger