Change Management
The Hayes change model is simplistic in design, but provides a robust approach to accelerating your organization through the change process. The methodology deals not only with change in organizations but how organizational change affects individuals.
Globalization, downsizing, mergers, competition, reorganizations and new technologies are forcing organizations and individuals to find new and better ways to manage change. Highly successful organizations not only manage change but proactively identify changes, master their implementation and accelerate the change process.
Change Implementation Process
Using the Hayes Change Implementation Process, experienced consultants work with identified leaders to examine Change Impact Areas including:
- Organizational Culture
- Organizational Structure/Design
- Job Roles/Responsibilities
- Skill/Knowledge Requirements
- Worker Motivation/Incentives
- Communications
- Operating Policies/Procedures
- Processes
- Employee impacts
- Change Resistance
Change Essentials
By proactively identifying changes in these areas, leaders can use nine Change Essentials to help implement change in an orderly and timely fashion.
By using a variety of assessment tools and leadership meetings, the consultants identify the issues surrounding the following Change Essentials:
- Leadership readiness
- Vision clarity
- Assessment accuracy
- Marketing the change
- Participation of stakeholders
- Communication planning
- Educating/Training needs
- Integration of changes
- Transition and timing
Change Acceleration
Hayes works with clients to identify and implement strategies that overcome barriers to change. The Hayes process differs from other change methodologies because it addresses organizational change from a people prospective. Using a process called Change Acceleration, experienced consultants work with leadership to survey the organization for change readiness, employee concerns, and cultural implications. After analyzing the data, Critical Success Factors are determined and actions/interventions to address these factors are identified. Some interventions include:
- New skill training
- Individual Coaching
- Town Hall meetings
- Web-based interactive feedback
- New organizational structure
- Performance Management Process updates
- New workflows/processes
“Research on advanced manufacturing technology shows that 60 percent of the anticipated gains in some organizations were achieved through structural changes made prior to the technology implementation” – Industrial Management Journal
Hayes research shows that major benefits are lost by not managing changes during enterprise technology implementation.
Technology Assimilation
A specialized service of the Hayes Change Implementation Process is its Technology Assimilation practice. Hayes consultants assist Information Technology and Human Resources to come together by implementing technology from a human perspective. This involves more than typical systems-related training, it includes examining enterprise systems using the Change Impact Areas and the Change Essentials as a basis. By adding the Change Implementation Process™ to existing training packages such as SAP and PeopleSoft, organizations have found that software becomes an enabler of productive processes and employees.
Change Example
One example of Hayes involvement with technology assimilation processes is a recent implementation of a worldwide enterprise system. Using the Hayes methodologies a major worldwide document management system was implemented for a multi-national pharmaceutical firm. Lessons learned from the implementation included:
- The importance of a detailed vision and plan for use of the technology
- Early management adoption
- Just-in-time training
- Highly visible promotion
- Work group specific processes
- Internal implementation organization
- Strong work group champions
See us in action by reading our case study: Organizational Change & Developing Leadership.