Change Management: Transforming Lives and Programs Wel elco come - - PowerPoint PPT Presentation

Wel elco come me to to o

• ur Cli

lien entTrack tTrack web ebin inar ar Change Management: Transforming Lives and Programs

• We will begin shortly.
• There will be a Q&A following today’s presentation.
• This webinar is being recorded and will be available on our website.
• Thank you for joining us.

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10/13/2015

Today’s Agenda

• Welcome and Introductions
• What is Change Management?
• Project Background
• Project Game Plan
• Questions/Answers
• Contact Information

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10/13/2015

Pr Prese senters ters

Tad Asbury

Vice President & Executive Director Marriott Foundation for Disabilities

Irene Hall, PMP Change Initiatives Manager ClientTrack

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Natio ional nal Dis isabili bility ty Emplo ployme yment nt Awa ware renes ness s Month nth

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• Established in 1989 by Marriott family
• Emphasizes competitive job placement,

retention, and advancement

• MFPD is a 501(c)(3) nonprofit
• Signature program of the Foundation:

BRIDG

DGES ES FROM SCHOO OOL TO TO WOR ORK

Bridges es From m School to to Work

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Transform the lives of young adults with disabilities through the power of a job.

Bridges es From m School to to Work

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10/13/2015

• High unemployment rate: Disconnected Youth
• Youth with disabilities have multiple employment barriers
• Ease the transition from high school to the world of work
• High school work experience correlates with adult

success

• Able young adults with disabilities who want/need to work
• Employers seeking motivated entry-level employees can

benefit from hiring young adults with disabilities

Why Bridges? es?

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SINCE 1990 BRIDGES HAS ENROLLED 20,133 YOUNG ADULTS AND PLACED 15,309 WITH MORE THAN EMPLOYERS.

Transforming the lives of young adults with disabilities through the power of a job.

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What at Is Ch Chan ange Man anag agemen ment? t?

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Su Succ ccessf ssful ul Ch Change ge Managem agement ent Begins ins wi with You

“Culture does not change because we desire to change

• it. Culture changes when the organization is

transformed – the culture reflects the realities of people working together every day.” – Frances Hesselbein

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Ste tep 1

Assess for Change

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Marriot iott t Pr Prog

• gram

am Mod

• del

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• Cloud based
• Standard and custom

reporting for data dating back to 1990

Dat ata a Co Collec ectio tion

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Ste tep 2

Prepare for Change

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Marriot riott t Foundati dation

• n – Bridg

dges es Expec ectat tatio ions ns

What we needed:

• Story telling data of youth and employers

– Development and fundraising – Internal and external audiences – Communications and Public Relations – Research access

• Satisfying Marriott Requirements

– Vendor certification – Encryption at rest requirement #CTWebinar

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Ste tep 3

Plan for Change

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Marriot riott t Foundati dation

• n – Bridg

dges es Expec ectat tatio ions ns

What we needed:

• Migration from custom database
• Functional and reporting requirements
• Funding and compliance reporting

– Federal, state, and local contracts and grants – Private foundation grants – A-133 audits – CARF certification – Encryption at rest requirement #CTWebinar

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Ste tep 4

Implement the Change

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• Institute a Change Management plan

– Involves exter ernal change AND inter ernal transition

• Phases of transition

– Ending, Losing, and Letting Go – The Neutral Zone – The New Beginning

• Resource:

– Managing Transitions,

• Making the Most of Change

– William Bridges

Marr arriott

• tt Foundati

ation n – Ga Game Plan an

From Managing Transitions 2nd edition, author William Bridges

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How we got there

• Sold the problem and reason for change
• Acknowledged transition

– Developed change management plan

• Power of We

– Involved staff in all parts of the process

• Representative taskforce

– Opened and maintained lines of communication

• Managed “Cost-Quality-Time” triangle

– Allowed time for transition

Marr arriott

• tt Foundati

ation n – Ga Game Plan an

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• Manage Change AND Transition

– Build Change Management Plan

• Identify internal / external champions
• Ensure good communication with leaders
• Recognize, manage, and make time for phases of

transition

• Expect that you will need to settle into reports -- that

is part of the change process

Lessons s Lear arned ed

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• Program Model
• Power of We

– Ownership - Include team in implementation process – Educate naysayers to become part of the change – Communicate message and expectations frequently

• Transition Plan

– Appropriate timing for the change – Ted and Linda visited offices to meet with staff – Plan for “hiccups”

Keys s to to S Success ss

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Ste tep 4

Sustain the Change

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• Monitor transition

– Continue to listen to feedback – Enhancements to data collection forms

• Set new goals for optimizing the

solution

• ClientTrack is mission critical

– Average month 79 active users / 44 minutes average per day using ClientTrack

Keep Impro rovin ving

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Contact tact Informati

• rmation
• n

Tad Asbury

Vice President & Executive Director Marriott Foundation for Disabilities

Tad.Asbury@Marriott.com www.bridgestowork.org

Que uestions ions?

Sales

Sales@ClientTrack.com

www.ClientTrack.com

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10/13/2015