Key Services of Pulscipline™

Develop Fondation for Change

Directing-Change

Training Program

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Indicative Content (cont.)

Difference between Cultural Change and Project Management

Differences between cultural change, change management, project management
Imperatives for implementing change
Critical components of a cultural-change strategy

How to Change the Culture of an Organization

How the current culture can facilitate or inhibit change
Steps for implementing cultural change
Principles, practices, and blind spots for implementing cultural change

Change Strategy and Roadmap

Components missing in most change strategies and the weaknesses they cause
How to merge the business and cultural strategies to achieve the results desired
Understand the sequence and timing of actions needed to create a robust roadmap

Structure and Systems for Change

Key components of the support structure critical for implementing change
Leadership systems needed to implement the change

Measurement System

Key elements to measure
How to create the measurement system and use it to guide the transformation process
How to use the results to guide the transformation

Directing People through Change

Role of the Management Team in the transformation process
How to empower and support team leaders throughout the transformation process
How to manage motivation and momentum throughout the transformation process
How to increase buy-in and engagement
How to overcome peoples' resistance to change
How to create and manage a positive energy for change
How habits can facilitate or resist a change effort - how to change peoples’ habits

Purpose

We deliver a customized version of our Directing Organizations Through Cultural Change program to provide the management team with the understanding, models, and best practices critical for setting up and directing a cultural-change project with a high probability of success.

This program will build the foundation needed to:

Create a robust cultural-change strategy and roadmap
Build the structure and systems needed to implement the change
Create the measurement system and tool
Create a strategy to identify and remove inhibitors of change
Better support and drive the transformation process

Who For

Top management team and key stakeholders

Results Expected

Increase the probabilty of success of the cultural-change effort
Reduce the amount of time required to make the change
Reduce the amount of resources needed to make the change
Develop a strong alignment of the leadership team
Better handle the different forms of resistance
Make better decisions through the transformation process

Duration

1-2 days depending on the complication of the change effort

Indicative Content

Inhibitors of Change

Common traps, blind spots, and derailment factors that cause most change projects to fail
5 forms of inhibitors of change and how to overcome them
How to overcome the initial wall of resistance
How to create and use the inhibitors strategy to identify and eliminate inhibitors

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Fine-tune Change Strategy

Fine-tune the Change Strategy

Workshop

Purpose

The strategy workshop is designed to fine-tune the cultural-change strategy and design the project structure needed to achieve the organization’s cultural-change objectives.

Who For

The management team and others responsible for directing the cultural-change effort

Methodology

In this workshop we present key principles, models, and methodologies for implementing cultural change. The presentation of a group of concepts is immediately followed by a mini workshop where the participants put into practice what they have learned to fine-tune a specific element of their cultural-change strategy.

Key Deliverables of the Workshop

A robust and complete cultural-change strategy
A measurement tool and system
A step-by-step roadmap for achieving the desired changes
A clear and motivating vision
An inhibitors' strategy to identify and overcome inhibitors of change

Results Expected

Strengthen the buy-in and alignment of the top team
Increase the probability of success of the endeavor
Reduce the time and resources needed to implement the change
Overcome inhibitors of change quicker and easier
Reduce the time in getting the change project off the ground
Provide better support to team leaders
Make better strategic decisions based on quality data

Methodology

It is not recommended to try to complete the cultural-change strategy in one workshop. The cultural-change strategy, support structure, and implementation plan is best developed by alternating workshops and work conducted by the top team.

Initial Strategy Workshop (usually 2 days)

The initial workshop is designed to bring the change strategy, implementation plan and monitoring tool to the next level and provide the Management Team with the understanding and guidance needed for them to complete their strategy.

Consulting

After the initial strategy workshop, the Change Architect provides selected individuals with the support they need to continue to fine-tune the cultural-change strategy, change systems, and implementation plan.

Follow-up Strategy Workshop (usually 1-2 days)

Once the strategy is nearing maturity, a second workshop of 1 to 2 days is usually organized with the Management Team to finalize their change strategy and prepare for the launch of the change.

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Launching-Change Program

Leading-Change Program

for All Leaders

Developing leaders is a critical step of the change process. When done well, it significantly reduces the time, effort, and resources needed to implement the desired changes. The Leading-Change programs empower the leaders and launch the transformation process. In these programs leaders develop the basic leadership and change-agent skills critical for leading their teams through change. Yet, this is the moment in the transformation process where the resistance is the strongest. It is the role of the Leading-Change programs to get the change effort off of the ground and provide the momentum necessary to ensure further progress. In order to accomplish this, the programs are delivered every 3 to 6 weeks to send waves of highly motivated leaders with new skills to weaken and eventually break down the initial wall of inhibitors.

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Indicative Contents

Develop Leadership / Change Agent Skills

The program develops the skills leaders need to motivate people, overcome resistances, lead their teams through change, develop high performance working environments, and continuously improve performance.

Change Management

Participants are introduced to practical models for cultural change that can be immediately applied to lead their teams through change.

Review the Change Strategy

Participants are presented with the details of their cultural change strategy, support systems, the role they play and what support they can expect to receive.

Q&A Session + Dinner with Top Leaders

On the third evening of the program, the top leaders will conduct a Q&A session and then have dinner with the participants. The follow-up dinner conversations allow participants to determine the alignment and commitment of management team members to the change effort.

Leadership 360˚ Feedback

Participants receive a 360˚ feedback to evaluate their effectiveness in leading people. Questions focus on the specific skills developed in the program.

Personalized Coaching

Participants receive personal advice throughout the program, and a 1-2-1 coaching session to further understand their 360˚ feedback , how to improve their targeted development areas, and how they can implement change with their team.

Duration

4 days

Purpose

We deliver a customized version of our Leading-Change program to review the details of the of the organization’s change strategy and develop the leadership and change management skills participants need to lead their teams through the desired change.

Objectives

To obtain the needed level of buy-in to the organization’s change strategy
To develop essential leadership and change agent skills
To provide a methodology for leading people and teams through change
To personally implicate each participant in the advancement of the change project

Who For Leaders of functions, departments and teams

Results Expected

For the Participants

Understand their current leadership style and pinpoint how to improve their effectiveness
Develop a toolbox of simple and practical leadership and change agent tools and skills
Increase their effectiveness in leading people and confidence in handling difficult situations
Increase the performance of the people and teams they lead
Know their role in the change project and how to lead their people and teams through change

For the Organization

Obtain the buy-in from a critical mass of leaders
Get through the first wall of resistors
Generate the momentum necessary to ensure further progress
Inject positive energy into the organization
Increase the organization's capability for change
Begin the process of transforming managers into leaders

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PulseSurvey™

Pulse Survey

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Purpose

The PulseSurvey is a measurement tool that periodically measures the progress made by the organization and different departments in implementing desired changes. When used correctly the PulseSurvey becomes the best eyes and ears top management has for really knowing what is working, what is not working, and the progress made in the cultural-change effort. The objective and transparent data it provides takes the fuzziness out of directing the organization through cultural change.

Benefits

Provides the management team with direct, uninterpreted answers to key questions.
Provides objective and transparent data on the current state of the change project.
Reveals the strength of current inhibitors affecting the project.
Identifies areas in the organization having difficulties implementing the change.
Provides the data needed to determine the next step actions in the change process.
Allows different areas of the organization to compare progress.
Provides employees with a transparent analysis of the progress made.
Serves as an “accelerator-injection” to the change process.

Common Areas Measured

Buy-in - Measures the quality of the vision and buy-in to the Change Strategy
Directing Change - Measures the effectiveness of the top management in leading the change effort
Engagement - Measures the degree of engagement of employees in implementing the change
Leading Change - Measures the effectiveness of team leaders in leading their teams through change
Progress Made - Measures the current position on the path from “A” to “B” in key areas to change
Momentum - Measures the momentum of change

Services We Offer

Facilitate the Design of the PulseSurvey

Experience has shown that the most effective PulseSurveys are those created by the top managers. This ensures they understand the importance of each question and know how to best use the results. It also stops managers from trying to discredit the survey questions if they do not like the results they are getting from the survey. For these reasons, we do not provide already made questions for the survey, but facilitate the process of creating the questions by the management team.

We provide the following assistance:

Present examples of PulseSurveys to review types of questions used and how to organize the survey.
Advise on the effectiveness of proposed questions based on our experience in analyzing PulseSurvey data.
Advise on how to set up the PulseSurvey to maximize efficiency while still providing the information needed.

Administer the PulseSurvey

In order to obtain realistic data, employees must be able to answer the questions in a confidential manner. Being external to the organization, we are able to administer the PulseSurvey and guarantee complete confidentiality.

Analyze the Results of the PulseSurvey

We provide a full analysis of the PulseSurvey data, which is often presented back to top management as part of a PulseStrategy.

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PulseStrategy™

Pulse Strategy

Two Levels of Strategy

1) Organization PulseStrategy™

The Organization PulseStrategy™ is a comprehensive analysis of the change effort relative to the organization. The PulseStrategy™ report is provided to all leaders of the organization and is presented in a 3 hr. meeting open to all leaders.

Objectives

Identify the 3 next step actions the organization should implement
Identify the strengths and weaknesses of the support provided
Identify departments who are having difficulties and how to better support them
Suggest corrections for actions that did not achieve their objectives
Suggest actions to overcome current and upcoming inhibitors

2) Department PulseStrategy™

The Department PulseStrategy™ is a short analysis of the PulseSurvey data of the department. The results of the analysis are shared orally with the department leader during their PulseStrategy™ Session.

Objectives

Provide an objective and transparent evaluation of the department’s progress
Determine the degree of engagement of the leaders and team members
Determine the effectiveness and maturity of the leadership systems put in place
Identify methods to overcome the current inhibitors the department is facing
Determine specific actions to align the departments' situation with that of the organization

Purpose

The PulseStrategy™ is a 3-month strategy designed to move the organization to the next step in the change process. Each PulseStrategy™ concludes with 3 key actions to focus on for the next 3 months to move the organization to the next step of the change process. The PulseStrategies™ are the backbone of the Pulscipline™ Cultural-Change System. They allow the organization to allocate its limited resources on the actions needed to overcome the current inhibitors and move the organization forward.

What is Analyzed

The PulseStrategy™ analysis is based on PulseSurvey data, feedback from the Leading Change programs and PulseStrategy Sessions along with other interactions the change architect has.

Analyze the position of the organization on its journey from “Point A “to “Point B”
Analyze the progress made since the last PulseSurvey and current level of momentum
Analyze management’s strengths and weakness in leading and supporting the change
Analyze the percentage of leaders engaged at each level of leadership
Analyze the effectiveness of team leaders in leading their teams through change
Analyze the buy-in and engagement of team members throughout the organization
Analyze the maturity of implemented leadership systems
Analyze the effectiveness of the support systems, project structure, and methodology
Analyze the successes and failures of recent actions
Analyze the current inhibitors and forms of resistance blocking progress

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PulseStrategy™ Sessions

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Department PulseStrategy™ Session

The purpose of a Department PulseStrategy™ Session is to create the next step implementation strategy for one department which is represented as a group in the PulseSurvey. These are usually 60-minute sessions.

Organization PulseStrategy™ Session

Organization leaders and managers of large functions represented by several departments in the PulseSurvey require a modified approach that we call “Organization PulseStrategy™ Sessions”. In these sessions the Change Architect will review with the top leader the results of the PulseStrategy™ Sessions and PulseSurvey for the different departments reporting to them and identify how the top leader can best support the different departments. These sessions are usually 90 minutes.

Scheduling

If the PulseLeadership Training is held prior to the PulseStrategy™ Sessions, the delivery time of the PulseStrategy™ Sessions can be reduced by a half hour; the Department PulseStrategy™ Sessions would be reduced from 1 ½ hrs to 1 hr. and the Organization PulseStrategy™ Sessions can be reduced from 2 hours to 1 ½ hrs.

If a senior leader’s direct report(s) also have a PulseStrategy™ Session, the session for the more senior leader should be scheduled after those of their direct reports.

The PulseStrategy™ Sessions for the top organization leader should be scheduled last.

Purpose

The PulseStrategy™ Sessions are periodic 1-on-1 strategic meetings with top leaders to provide them with the coaching and strategic support needed to move their department to the next step in the change process.

For Who

As a general rule, the leader of a department represented in the PulseSurvey should participate in PulseStrategy™ Sessions.

Some Benefits

Efficiently aligns leaders throughout the organization in implementing common actions
Ensures leaders know how to move their department the next step of the change strategy
Identifies a limited number of key actions to focus on and prioritizes them
Provides personal coaching and development that motivates stalled leaders into action

How Often

Experience has shown that the best results are obtained with PulseStrategy™ Sessions scheduled every six weeks.

Basic Structure of a PulseStrategy™ Session

The primary objective of a PulseStrategy™ Session is to determine the actions to focus on to move the department to the next step of the change process.

The flow of a PulseStrategy™ Session:

Review the department PulseSurvey ™ results (for sessions following a PulseSurvey)
Analyze the results of the actions implemented by the department in the last 6 weeks
Analyze the effectiveness of team leaders in the department and the quality of support received
Identify current inhibitors the department is facing and determine ways to overcome them
Determine the key actions to implement for the next 6 weeks

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PulseLeadership™ Training

for All Leaders

PulseLeadership™ Training

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Purpose

At each step of the change process, there are different skills, systems, and objectives that need to be implemented. Leading cultural change requires managers to continuously evolve their behavior and leadership effectiveness. A PulseLeadership Training session is a 2-3 hour training offered to all leaders designed to reinforce the understanding and skills they need to build the next system, overcome a specific inhibitor or achieve a specific change objective.

Objectives

Develop/reinforce specific leadership skills critical for achieving the next step in the change process
Develop advanced leadership skills as a follow-up to the skills developed in the Leading Change programs
Provide periodic motivation to team leaders to increase their buy-in, engagement, and momentum of change
Communicate the purpose and methodology of the next step of the change strategy

High Impact - Low-Cost Training

The addition of the training provided by the PulseLeadership Training sessions delivered throughout the change process provides an additional 3 days of hi-impact, just in time leadership training at a very low cost. Also, providing a PulseLeadership Training before the PulseStrategy™ Sessions reduces the time needed per PulseStrategy™ Session by 30 minutes. In most situations, these cost savings alone is greater than the cost of the PulseLeadership Training. This solution allows organizations to provide their leaders with an additional 3 days of higher level leadership training at no extra cost to the change project.

Advantages

Increase the effectiveness of top leaders in implementing actions determined in the PulseStrategy™ Sessions
Continuously increases the leadership effectiveness of leaders throughout the organization and change process
Increase momentum throughout the transformation process
Reduces the time of a PulseStrategy™ Session by ½ hour

Scheduling

The PulseLeadership Training sessions are offered to all leaders at a “pulse rhythm” of every 6 weeks. The PulseLeadership Training session is normally delivered right after the PulseStrategy™ presentation and before the PulseStrategy™ Sessions. If the PulseLeadership Training session is held prior to the PulseStrategy™ Sessions, the delivery time for each PulseStrategy™ Session can be reduced by ½ hr.

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Employee Empowerment Program

Employee Engagement Program

for Team Members

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Once a majority of leaders are setting an example in implementing personal change, and the direction setting and continuous improvement systems are in place the focus shifts to ENGAGING team members. It is the level of engagement of employees that ultimately determines the strength of the change effort since it is the employees that will have to make the behavioral changes needed to create the desired culture. It most change efforts we see a sudden and dramatic jump in performance right after the Employee Engagement Programs; we call this phenomenon the “pop”.

Purpose

To provide the understanding, skills and motivation employees need to engage effectively in the cultural change effort.

Program Design

This is a customized program. We provide a template for the program and then support the organization in customizing the modules to fit their change objectives.

Internal Delivery

The Employee Engagement Programs are usually delivered by the top leaders of the organization who are setting an example in implementing the desired changes. We provide these leaders with the coaching and support needed to effectively deliver their modules.

For Who

All Team Members

Duration

1 day

Indicative Contents

Review the Change Strategy

The workshop begins with a clear presentation of the vision, change strategy, what’s in it for them, their role, what is expected of them and what support they can expect to receive.

Define “Point B”

Participants are presented with the critical areas of the culture to change and are asked to help define the behaviors needed to achieve those changes and create the desired culture.

Develop Skills

The program develops the mindset and skills employees can implement the next day to help create the desired culture and begin improving performance.

Q&A Session with Top Leaders

The Q&A session the top leaders provides employees with an opportunity to ask the questions they need to determine the real commitment and alignment of the top team to the change effort.

Results Expected

For the Organization

Accelerate the performance improvement of teams
Increase the organization’s capacity to implement change
Develop the belief and motivation employees need fully participate in the change effort
Significantly increase the effectiveness of communication throughout the organization
Significantly increase the momentum of the change effort with increased motivation
Create a working environment that is more challenging, fun and satisfying to work in