ChangeMark Introduction

   ChangeMark Overview

   Change Process Model

       Assess

       Develop

       Transition

       Execute

       Internalize

   Actions and Deliverables

   Change Assumptions

   Change and People

   Change and Context

   Change and Future State

   Consulting Services

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Define Strategy, Solutions, Gaps, and Interventions

·         Develop target state input data to define acceptable options

·         Develop alignment strategy mapping the current ("as-is") to the target ("to-be")

·         Determine gaps between the current and target state in terms of measurable variance

·         Design and develop intervention materials and training

·         Develop tracking system for monitoring progress

·         Develop effectiveness metrics, measures and key performance indicators

Align Interventions with Business Needs

By aligning human performance interventions with corporate strategic business objectives, everything in the organization drives toward achieving the goals of the business.  Applying a systemic approach integrates processes mapped to the required future competencies to create consistency across all employee training and development efforts, thus enabling the company to achieve higher returns on investments. 

The goal is to ensure that all basic curriculum interventions for executives, managers, and individual contributors are aligned with a core set of attributes and competencies that permeates the organization and defines, at a fundamental level, the organization’s employees. This approach ensures that all employees and future leaders begin working on the same set of core attributes and competencies that will serve them later in staff, managerial, or executive positions. It also ensures that the company can align its training, related interventions, and human resource processes around one set of standard criteria

Determine the Impact on the Target State

Identify how the change initiative will affect key factors such as:

·         Political - control, governance, influence, dominance, direction, vision, persuasion, authority

·         Technical - transformational technologies, such as implementing a new customer self-serve system, as opposed to incremental technologies

·         Cultural - values, conduct, and behaviors

Engage Senior Leadership and Management

Train leaders and managers in skills to articulate and express their commitment for going forward, including:

·         Leading by providing clarity of mission

·         Being a role-model

·         Actively mentoring

·         Articulating the new vision in a way that is positive and attracts enthusiastic buy-in

·         Walking-the-walk by leading by example

·         Inspiring by hoisting the flag and voicing the rallying call for going forward

·         Setting high standards by providing the moral compass and living the values

·         Being able to internalize and verbalize the process and approach to the solution

Develop the Project Plan

Determine the best approach to accomplish the goals and objectives of the change project.

·         The Waterfall method follows the traditional stages of plan, design, develop and deploy which assumes that one stage is complete before moving to the next stage.

·         The Spiral method (or iterative approach) follows the same four stages but cycles through them multiple times and acknowledges that one stage does not have to be complete before the next stage begins.

Each method should be considered on the basis of how it would offer the best chance of success against its degree of risk.