Brian Reid
Head of Change
Investment Technology Solutions
20th March 2017
Contents
1. Company
2. Change Team
3. Managing Change for a world-class investment company
4. Managing resistance to change
5. Internship
6. Q&A
2
Standard Life Investments
A World-Class Investment Company
Resistance to
Company Change Team Managing Change Internship Q&A
Change
As at 15 March 2017
*Joint Venture with HDFC Asset Management
** Strategic partnership with Sumitomo Mitsui Trust Bank Limited 3
Investment Technology Solutions
Playing a critical role in delivering a world-class investment company
Resistance to
Company Change Team Managing Change Internship Q&A
Change
All portfolios,
Direct partnership programmes and End-to-end
with the business projects managed development
Focus on day-to-
by Change lifecycle
day service and
Long-term ownership and
support
strategic planning CPMO to focus on management
portfolio planning Global Support
New level of and project Platform teams
model
architecture support established and
oversight aligned to key
Analysis Services business
capabilities
Business Management
4
Head of Change- Brian Reid
A team dedicated to shaping and managing change portfolios
Resistance to
Company Change Team Managing Change Internship Q&A
Change
5
Change
A team dedicated to shaping and managing change portfolios
Resistance to
Company Change Team Managing Change Internship Q&A
Change
leadership skills
• Most are career change people Project Process
Managers Analysts
6
Change Team Business Plan
A simple business plan to increase the likelihood of project success
Resistance to
Company Change Team Managing Change Internship Q&A
Change
What How
Our Purpose Build capable teams to deliver services
• The Change team exists to help the business 1. Business Analysis capabilities to help define the problems, requirements
manage change initiatives in a way that and solutions
increases the likelihood of success.
2. Portfolio, Programme and Project Management capabilities to drive
delivery and completion
3. PMO capabilities to drive standards, reporting, and programme mechanics
Our Goal(s)
1. Build a success story of high value, outcome 4. Change Capability / Learning services, to develop ourselves and the
focussed, project deliveries in partnership with business people we work with in Change disciplines
our colleagues and suppliers
Help the organisation manage demand flow
2. Resolve the persistent priority management,
capacity management and scheduling issues 1. Develop the Change Boards process to increase business control over
priority and approvals
3. Mature our team to the point where we feel very 2. Produce MI that helps everyone understand the scale and complexity of
comfortable delivering large complex our overall change portfolio
programmes
3. Provide information to help the business make choices
Bigger project
Small project Involves many
Scale teams, many Small team – 3-10 Small team – 3-10
team people across the
business people people
1-3 people organisation
stakeholders
Complex
Operating requirements, The implementation
The outsourcing of
model design, operating model of new internal Withdrawal of
people,
process change, design, process processes and benefits, changes
Implications processes,
legal work, change, controls to mitigate to working
capabilities,
marketing, technology risk, increase environment, cost
services to a 3rd
literature, design and transparency, cutting initiatives
party
system changes implementation, achieve consistency
data feeds,
Resistance
Resistance always
varies, usually
Pushing on open Resistance often high Resistance often high. This kind of
Resistance stems from
door, resistance – achieving buy in high. No-one likes change affects
solution debate
very low can be challenging to lose benefits. people very
or capacity
directly.
challenges
8
Catalysts of Change
Basic sources of change demand
Resistance to
Company Change Team Managing Change Internship Q&A
Change
9
Change Portfolio Governance & Decision Making
Basic sources of change demand
Resistance to
Company Change Team Managing Change Internship Q&A
Change
10
Change Portfolio Demand
Organising our portfolio of change by assessing, discussing, and prioritising
Resistance to
Company Change Team Managing Change Internship Q&A
Change
Projects in Projects in
Projects in Delivery Feasibility Pipeline
Lots of demand coming into In what order will we The right people, in
the Change Process all the do things? the right quantity, at
time the right time.
Measuring our
#4 Execution #5 Complexity #6
Excellence effectiveness
Nutrition Science
Win gold + =
medals
Passion and Analysi
commitment s
Equipment / Coach
Facilities
Deliver project + =
goals
An idea, a request, an
enthusiastic initiator 13
and some money.
Conditions for Success
Creating the cascading ‘conditions for success’
Resistance to
Company Change Team Managing Change Internship Q&A
Change
At the
corporate
level
•
Clear structure
• Clear scope
• Clear priorities
• Core team
• Programme level thinking
At the portfolio / • Infrastructure / support
Conditions for success at the level of
programme Individual Portfolios / Programmes
level
At the
individual
project level
14
Conditions for Success
Process are not enough- corporate wide belief and commitment to creating the conditions for success help drive results
Resistance to
Company Change Team Managing Change Internship Q&A
Change
Macro corporate (board) level CFS Many factors tracked for their
• Active and visible leadership presence / health
Will drive
• Priorities set, realistic targets agreed
the right • Funds provided
corporate • Resources provided, and organised appropriately
• Commitment and support sustained
behaviours • Share the pain, and the gain
• Collaborate, enable, support, celebrate
Change is a complex and dynamic process involving human beings (who think and feel…
we are not robots!). Processes and logic help, but the smart change managers have a
‘change management plan’, alongside a ‘project plan’.
Speed of adoption
How quickly people are up and running on the new system, process,
structure, roles etc.
Ultimate utilisation
How many employees (of the total population) are demonstrating buy in
and are using the new solution
Proficiency
How well are individuals performing compared to the levels expected in
the design of the change ?
Project Management & Change Management
Integrated framework to deliver business results
Resistance to
Company Change Team Managing Change Internship Q&A
Change
Solution is designed,
Project management developed and delivered
effectively
(Technical side)
+
Current Transition Future
state state state
Source: Prosci
Managing Resistance
Managing challenges with key areas through collaboration
Resistance to
Company Change Team Managing Change Internship Q&A
Change
• Provide the vision / goals
• Articulate the strategy for things like data management, outsourcing
operating models etc
• Articulate the problem / requirement, not the solution
• Lend subject matter expertise
• Help define processes, choose and validate solutions
• Test new systems and processes
• Champion the change in the business
Business
Manage the
challenges
IT Change
•
•
•
Desire
Knowledge
Ability
+ Phase 2 – Managing change
Develop change
management plans
Implement corrective
actions and celebrate
successes
* The ADKAR model was first published by Prosci in 1998 after research with more than 300 companies undergoing major change projects. In 2006, Prosci released the
first complete text on the ADKAR model in Jeff Hiatt's book ‘ADKAR: a model for change in business, government and our community’.
Measuring Change Effectiveness
Different levels / measurement types of change effectiveness
Resistance to
Company Change Team Managing Change Internship Q&A
Change
Satisfaction with outcomes / quality of deliverables
Level
Satisfaction with price paid
1
Satisfaction with time taken
Ultimate Results
Data collected around CFS’ factors post completion
Measuring project
Insights regarding business impact journeys
Process management
Enabling processes
Level
Demand management
3
Capacity Management Level 4
Underlying capabilities
Portfolio Management (Teams and people)
22
2017 Internship with Change
Recruitment process
Resistance to
Company Change Team Managing Change Internship Q&A
Change
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