LEADING: ACTIONABLE STRATEGIES TO LEAD ORGANIZATIONAL CHANGE Jes - - PowerPoint PPT Presentation

FROM HR CONSULTING TO LEADING:

ACTIONABLE STRATEGIES TO LEAD ORGANIZATIONAL CHANGE

Jes essic ica a Caldw dwel ell Nis issan North th Amer erica ica

Who I am..

■ Talent Management Leader for Nissan globally ■ Enable the strategic engagement, development, and placement of Nissan people leaders globally ■ Actively work to lead change & influence transformation

What I do…

■ % of Organizational Changes that Succeed vs Fail? ■ Top Reasons Change Initiatives Fail?

What do you think?

Leading Change… ■ 4 Mindsets ■ 1 Story ■ 6 Dimensions ■ Go Accelerate!

Lively and Interactive Learning Session

Today’s Discussion

!

FOUR MINDSETS

Wri rite e the hese se down! wn!

!

Mindset # 1- No Perfect Playbook

The approa

• ach

ch flexes es to the initiativ tiative! e!

Mindset # 2—Embrace Politics & Agendas

Have you ever heard the following statements??

Mindset # 3—Action Oriented

Don’t wait around to be asked to join the conversation…

Mindset # 4—Success is Achievable

(or Failure is Not an Option) Believe you will succeed! Role model it!

REAL LIFE STORY

12 NCI Eastern Region Toronto, Ontario NCI Western Region Vancouver, BC NNA HQ Franklin, TN Silicon Valley Sunnyvale, CA NDA San Diego, CA ATC Stanfield, AZ NMEX Manufacturing Civac, Morelos NMEX Research and Development Toluca, Mexico NCI Head Office Mississauga, Ontario NCI Quebec Region Montreal, Quebec NTCNA Farmington Hills, MI NMAC Dallas, TX NMEX Head-quarters Mexico City, Mexico NMEX Manufacturing & Finance Aguascalientes (1 & 2), Mexico NNA-Canton Canton, MS NNA Smyrna/ Decherd Smyrna & Decherd, TN Design Build Sell Customer Nissan/ Infiniti Midwest Chicago, IL Nissan/Infiniti West Irvine, CA Nissan Central Dallas, TX Nissan/Infiniti East Somerset, NJ Nissan/ Infiniti Southeast Atlanta, GA Nissan Mountain Region Denver, CO Nissan NW Region Bellevue, WA Nissan Mid-West Region Herndon, VA

NISSAN NORTH AMERICA HEADQUARTERS

• Typical Headquarters

Functions

• Beautiful, manicured

campus

• Gym, indoor/outdoor

cafeteria, convenience store, Starbucks, covered parking, smart meeting rooms, onsite medical facilities and dry cleaning!

My world…

So what’s the deal?

Fast st-pace paced, d, demand mandin ing g work rk envi vironmen nment Exciti citing, ng, but t challe llenging nging workloa rkloads ds Boomer

• mer mee

eets ts Ge Gen X mee eets ts Millennial lennial Cros

• ss-cultur

cultural, al, glob lobal al work rk requi uireme rement nts Di Diver erse se work rkfor

• rce

ce at var varying ying life stages ages De Desir ire e to be #1 place ce to work rk in automo motiv tive

I ne need ed f flexibi ibili lity! ty!!! !!

HOW WE OPERATE TODAY IF WE MAKE THE CHANGE….

Opportunity for HR Change Leader! What role does Jessica want to play in leading organizational change?

Cross Functional Team of Like- Minded Individuals

• 1. No Perfect Playbook
• 2. Embrace Politics and Agendas
• 3. Take Action
• 4. Success is Achievable (Failure is Not an Option)

Remember our Four Mindsets…

• Excited. Let’s Dive In!

DAY 1 ME ME Change hange Op Oppor

• rtunity

tunity

Now what?

SIX DIMENSIONS OF CHANGE

Wri rite e the hese se down! wn!

!

Six Dimensions to consider…

• 1. Goals – What do I want to achieve?
• 2. Leadership – How will I engage leadership & key stakeholders?
• 3. Focus – Systems & Process? People and Culture?
• 4. Project Mgmt – What is my plan and how will I achieve it?
• 5. Incentives – How will this change reward my organization?
• 6. Measures of Success – How will I measure my wins?

Take a mo mome ment t to i

• ide

denti tify a change ge proj

• ject

ct you

• u want

t to

• dr

driv ive, writ ite it it do down! !

Source: Harvard Business Review

BACK TO THE DRAWING BOARD

Dimension 1: Goals

1 2 3

Give e emplo loyee ees s a t a tool l to ma manag age e workloads kloads – working king differen erently tly, , not t le less! s! Creat eate e a f a fle lexi xible ble work k envir vironment

• nment for Ni

Nissan san emplo loyees es Fost ster er tr trust t bet between en emplo loyee ees s an and ma managem agement ent

What t goa

• als

ls do do you

• u want

t to

• acc

ccom

• mpl

plish ish wit ith you

• ur change

ge in init itia iati tive? !

Dimension 2: Leadership

• Who will influence decisions?
• Who may be an obstacle to progress?
• Who fears the possible change?
• Who benefits from it?
• Who has cultural credibility and who doesn’t?

Und Understand d the po

politics itics,

, ga gain in bu

buy-in in, lever

erag age e your ur st

stakeholder eholders

Nissan

What t is is th the cl clim imate in in y you

• ur or
• rganiz

izat atio ion? n? !

SIDE BAR!

■ Work behind the scenes ■ Test your ideas and listen for openings ■ Ask questions (Socratic method!) ■ Create awareness, plant seeds ■ Bring together stakeholders and push? ■ Help them envision what will happen if they don’t change? ■ Listen, listen, listen

Be patient…

So how do you influence key stakeholders anyway??

Dimension 3: Focus

My example mple: Peo eopl ple Peo eopl ple= e=Cultur Culture Wh Why do does es it it matter? er?

• Hardw

dware vs Softw tware re

• Tangib

ible vs Abs Abstract ract

• Imme

medi diacy cy vs Pa Patie ience ce Ide denti tify y you

• ur foc
• cus.

s. !

Dimension 4: Project Mgmt

• 1. Build the business case
• 2. Stakeholder Buy-in
• 3. Structure a Pilot

Program

• 4. Report Results
• 5. Create Roll-Out Plan
• 6. Launch Culture

Campaign

Nissan san Flexib xible e Work Arrangemen ements ts

Refle lect ct on

• n s

som

• me hig

igh le level l proj

• ject

ct steps. ps. !

SIDE BAR!

■ Always build your business case – it is the best way to gain buy-in ■ Roles & Responsibilities – you can’t be the only one running the show ■ Bake in extra time, always – it’s better to take the long road and get everyone on board ■ Don’t discount the benefits of a pilot! ■ Invest in your communication plan

Key elements I learned to include in a change project plan:

Dimension 5: Incentives

Giv ive th them a m a reaso son n to c

• change!

ge! What is your org’s in incenti tive to chang nge? !

Dimension 6: Measures of Success

Key Talent Attrition Universum Workplace Rankings Employee Survey Br Brain instorm

• rm potenti

tial l me measu sures es of

• f succ

ccess. ss. !

GO ACCELERATE!

Accelerating change

• Create momentum and inertia
• Leverage the power of multiple teams
• Find co-conspirators
• Work through leaders or teams with a strong voice
• Network, network, network—give away your ideas
• Connect team agendas to the future state

Take calculated risks

Coach Leaders to tell the change story…

How can you accelerate change?

■ Who are your co-conspirators? ■ Which team or function has a strong voice? ■ Is there a calculated risk you can take? ■ What do you need to do before acting to stay safe? ■ What story will you tell?

Jot d t down you

• ur acc

ccele lerat atio ion n id ideas! !

RE RESOU OURCES ES

Case studies, books, educators, consultants, practitioners, zealots……

John Kotter

Identify and gain support from important people who can influence others in the organization

Dale Carnegie

ENHANCE RELATIONSHIPS GAIN COOPERATION BE A LEADER: Change People

Be a Leader der

Gain Cooper

• peratio

ation Enhance ance Relati lations

• nship

ips

In Closing….

Leading change can be stressful, it can also be rewarding and fun Remember our Mindsets and Dimensions…..

What is the one thing I commit to doing as soon as I return to work Monday? Call to Action….

Go forward and change the world….

Please share your story & stay connected!