A major transformation requires a proven approach with effective leadership and management.
The time required and the results achieved are primarily dependent on the process or approach.
An overview of Eileen Page’s Roadmap for successfully implementing change
Phase 1 – What Transition
- Why ~ drivers, vision, strategies, business context
- What ~ scope: processes, organization, client needs, metrics & best practices, partners, measurable outcomes, change assessment
- Approach ~ methods, tools, people & communication
- When ~ time lines, relative priority
- Who ~ leadership, commitment & capability
- Current state vision, strategies, customers, processes, information, organization, management systems, staffing, financial, regulatory, partners
Phase 2 – Test the big picture
- Processes ~ design, implications, pilot
- Information ~ architecture, data, applications, priorities
- Organization ~ design, implications, priorities
- Facilities & equipment ~ design, application, priorities
- Management system ~ design, implications, pilot
- Communications ~ open house, news, e-mail
- Transition strategy ~ pilot results, measures, phases, sub-project plans
- Financial ~ costs, benefits, P&L change, ROI, NPV, cash flow
- Risks & Implications ~ customers, employees, capability, financial
Phase 3 – Build & implement
- Transition plan ~ detailed plans, priorities, responsibilities, timing, impact, current operations, change, budgets, measures,
- Process implementation ~ procedures, simulation, work unit selection, training, rollout, design, pilot & rollout support processes
- Information & equipment systems ~ request for proposal IS & engineering capability design, build & integrate maintenance & disaster plan
- Management systems ~ accountabilities, structure training & development retention & termination compensation, performance
- Facilities ~ architecture, engineering, demolition, construction
Phase 4 – Operate & assess
- Leadership ~ vision alignment, strategy, context, decision making, delegation accountabilities, coaching measurement processes, accountabilities, measure, coaching
- Management ~ continuous improvement, management systems
- Information systems ~ document as built & train support implementation
- Equipment systems ~ document as built & train support implementation
- Facilities ~ document as built & train support implementation
- Assessment ~ outcomes, success, learning
The underlying assumptions in Eileen’s approach are:
- People have more potential than is usually visible in their work role.
- People learn by asking questions, understanding theories, experimenting, in dialogue about our experience, practicing and reflecting.
- People commit through feeling accepted, included and recognized for their contribution.
- People lead by living and expressing their values and vision of the future now, creating the environment to enable others to achieve and ensuring purpose, direction, capability and capacity. Results follow.
- Individuals and groups living and working in the system or organization must design and implement the way the system works.
- Process leads, service follows; form follows function.
- Vision, scenarios and broad perspective combined with information make for better decisions.
- Goals and measurement drive continuous development.
- Vision and purpose create momentum – they are essential to effect change.
- An effective roadmap and experience accelerate achievement of the new reality.
Do you have the vision, commitment, momentum, capability or experience to lead and manage a system or organization-wide transformation?
Eileen Page offers:
- Leader of leaders (click here for details) – an individual and/or team coaching process to create a cross-section of accountable transformation leaders
- Bootcamp for leaders leading change (click here for details) – a 2 day workshop to learn and plan your successful transformation
- Get a road map (contact Eileen) – purchase a license for the Transformation Methodology
