Previous History Assessment, Change Management Framework, a2BCMF, a2B Advisory Consulting, Peter Gallagher, Change Management Methodology, Sarah Gallagher, Change Management

1. Change Management – Previous Change
Previous HistoryWill Impact Future Success
a2B Change Management Framework® (a2BCMF®) - Step 2
Advisory Consulting

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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
Page
1. a2B Change Management Framework® (a2BCMF®) – Step 3 3
2. Previous History Assessment (PHA) - Provides Insights 4
3. Previous History Will Impact Future Success 5
4. Previous History Will Impact Future Success – Steps 1-4 6
5. Previous History Will Impact Future Success – Steps 5-7 7
6. Previous History Will Impact Future Success – Steps 8-10 8
7. Previous History Will Impact Future Success – Mitigating 9
8. Previous History Will Impact Future Success – Enhance 10
Contents
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
1. a2B Change Management Framework® (a2BCMF®) - Step 3
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v 3 Main Phases v 10 Key Steps
v Steps may have iterations v Framework tailored to suit client
Change
Definition
Secure
Sponsorship
and Resources
Assess
Previous
Change
Develop
Detailed
Change Plan
Communicate
the Change
Assess
Readiness
Sustain and
Close
Adoption
Develop New
Skills and
Behaviours
Manage
Resistance
Plan
Execute
Sustain
a2BCMF®

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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
v A Previous History Assessment (PHA) can provide organisational insights that can be used to
mitigate previous weaknesses and enhance previous successes
2. Previous History Assessment (PHA) - Provides Insights
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
v A critical component for any CEO planning a new change is the application of change
management, to move the organisation from the current state ‘a’ to the improved state ‘B’
v Change management is the proven game changer which will enhance implementation of the
new ways of working, behaviour and adoption of the change
v The history of previous changes will greatly impact future change and the ability to deliver
organisational value and sustainable change
v A Previous History Assessment (PHA) can provide organisational insights that can be used to
mitigate previous weaknesses and enhance previous successes
v Most organisational changes require key elements to be properly resourced and managed in
order for change to be successful
v These elements range from: People involvement, communications and perceived future
success
“If an organisation has a history of change failure, future success will require a different approach ”
~ Peter Gallagher
3. Previous History Will Impact Future Success
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
1. People Involvement: Are employees involved in the change? The simple human truth is that
people want (and like) to be involved in issues that affect them or they resist change
2. Change Readiness: Was the organisation ready for the change? Change experts have
emphasised the importance of readiness: The three stage theory of change is commonly
referred to as Unfreeze, Change, & Freeze (Credit - Lewin)
“What is the present situation? What are the dangers? And most importantly of all, what shall we do?”
~ Kurt Lewin
3. Organisational Structure: Was the organisation structure in place to support the change?
For change implementation to be successful, employees may need extra support in their day
to day role as they divert time and energy to the change
4. Previous Change Success: Was previous change in your organisation successful? A good
indication for future change success is to look back at previous success and then try to
identify what will be different
4. Previous History Will Impact Future Success – Steps 1-4
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
5. Communication: Was the previous change communicated succinctly, clearly and
repeatedly? Communication is one of the biggest single success factors in implementing the
change. Data from a recent global Previous History Assessment (PHA) survey, which included
employees from over 25 countries and organisations, indicated that communication was the
lowest score of all ten key elements
“When I find business problems I find communication failure, when I find communication failure I find
business problems” ~ Peter Gallagher
6. Organisation Work Load: Was work load considered during organisational change? Work
load should be a key consideration when changing existing processes
7. Sponsor Support: Was there active Sponsor Support for organisational change? Sponsorship
is probably the singular most important element in any change journey. Without effective and
proactive project sponsorship the project will eventually fail
5. Previous History Will Impact Future Success - Steps 5-7
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
8. Change Approach: Was the change approach soft, with interventions and a resistance
strategy? Is it a ‘Tell’ or a ‘Sell’? Compliance changes are usually a ‘Tell’, especially if they are
legal/regulatory or safety related, while business improvements are a ‘Sell’ and usually about
winning hearts and minds
9. Change Resources: Were Change Management Resources a part of the change? Success can
be enhanced if change agents and a change methodology are put in place to support the
change transition
10. Perceived Future Success: Will future Change Management be successful? People will
assess their organisation’s future success from previous change experience and knowledge
“For future change management success, analyse previous organisation change history, to mitigate previous
weakness and enhance future success” ~ Peter Gallagher
6. Previous History Will Impact Future Success - Steps 8-10
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
Mitigating previous change weakness: Two opportunities identified from our PHA survey
results that can mitigate change implementation success are:
v Organisational Work Load: Strong consideration should be given to balancing normal day to
day organisational operations, as any additional work puts stress on the organisation. Almost
every year the organisation will have legal/regulatory compliance changes and any strategic
business improvement changes add further organisation stress
v Sponsorship: For change to be a sustainable success, the Sponsor has three critical tasks.
Ø ‘Say’- communicating the business case for the change to all affected stakeholders.
Ø ‘Support’ – the Sponsor starts to actively and overtly support the change by providing
resources
Ø ‘Sustain’ – here the Sponsor will reinforce the change. This task is critical for the
organisation to deliver value and achieve the strategic goals
7. Previous History Will Impact Future Success - Mitigating
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©2017 a2B Advisory Consulting Change Management - Previous History Will Impact Future Success
Enhance Previous Change Success: Our survey provided positive data in the following
elements and these could be further built upon to further enhance future change:
v Change Involvement: This element scored the highest in our survey, as people indicated
they were given the opportunity to be involved or to provide input "prior" to the last change in
their organisation
v Future Change Success: Our survey data indicated that the majority of people were positive
about change. Employees indicated they understood the key principles of change
management and that future change implementation in their organisation would be a success
8. Previous History Will Impact Future Success - Enhance
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11. a2B Advisory Consulting
About us
a2B Advisory Consulting offers specialised consulting and advisory services.
We are committed to facilitating and enabling step improvement of client's
organisations, from current state ‘a’ to improved state ‘B’.
a2B Advisory Consulting is focussed on helping UK businesses to increase their
productivity, business performance and to manage change. We bring vast
international experience, having worked in over 25 countries for some of the
world’s largest organisations. We bring corporate internal consulting expertise
from one of the Big 4 along with significant industry experience
Our years of experience have taught us to always make your business success
our priority and our goal is to help you achieve this with maximum impact in a
sustainable way. We take time to understand existing challenges and business
requirements and we tailor our professional services to meet the needs of your
organisation.
For more information, please visit: www.a2B.consulting
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