Change Management: Transforming Lives and Programs Wel elco come - PowerPoint PPT Presentation

Change Management: Transforming Lives and Programs Wel elco come me to to o our Cli lien entTrack tTrack web ebin inar ar We will begin shortly.  There will be a Q&A following today’s presentation.  This webinar is being recorded and will be available on our website.  Thank you for joining us.  #CTWebinar 10/13/2015

Today’s Agenda  Welcome and Introductions  What is Change Management?  Project Background  Project Game Plan  Questions/Answers  Contact Information #CTWebinar 10/13/2015

Pr Prese senters ters Tad Asbury Vice President & Executive Director Marriott Foundation for Disabilities Irene Hall, PMP Change Initiatives Manager ClientTrack #CTWebinar 10/13/2015

Natio ional nal Dis isabili bility ty Emplo ployme yment nt Awa ware renes ness s Month nth #CTWebinar 10/13/2015

Bridges es From m School to to Work  Established in 1989 by Marriott family  Emphasizes competitive job placement, retention, and advancement  MFPD is a 501(c)(3) nonprofit  Signature program of the Foundation: B RIDG ES F ROM S CHOO TO W OR DGES OOL TO ORK #CTWebinar 10/13/2015

Bridges es From m School to to Work Transform the lives of young adults with disabilities through the power of a job. #CTWebinar 10/13/2015

Why Bridges? es?  High unemployment rate: Disconnected Youth  Youth with disabilities have multiple employment barriers  Ease the transition from high school to the world of work  High school work experience correlates with adult success  Able young adults with disabilities who want/need to work  Employers seeking motivated entry-level employees can benefit from hiring young adults with disabilities #CTWebinar 10/13/2015

SINCE 1990 BRIDGES HAS ENROLLED 20,133 YOUNG ADULTS AND PLACED 15,309 WITH MORE THAN EMPLOYERS. Transforming the lives of young adults with disabilities through the power of a job. #CTWebinar 10/13/2015

What at Is Ch Chan ange Man anag agemen ment? t? #CTWebinar 10/13/2015

Su Succ ccessf ssful ul Ch Change ge Managem agement ent Begins ins wi with You “Culture does not change because we desire to change it. Culture changes when the organization is transformed – the culture reflects the realities of people working together every day.” – Frances Hesselbein #CTWebinar 10/13/2015

Ste tep 1 Assess for Change #CTWebinar 10/13/2015

Marriot iott t Pr Prog ogram am Mod odel #CTWebinar 10/13/2015

Dat ata a Co Collec ectio tion  Cloud based  Standard and custom reporting for data dating back to 1990 #CTWebinar 10/13/2015

Ste tep 2 Prepare for Change #CTWebinar 10/13/2015

Marriot riott t Foundati dation on – Bridg dges es Expec ectat tatio ions ns What we needed:  Story telling data of youth and employers – Development and fundraising – Internal and external audiences – Communications and Public Relations – Research access  Satisfying Marriott Requirements – Vendor certification – Encryption at rest requirement #CTWebinar 10/13/2015

Ste tep 3 Plan for Change #CTWebinar 10/13/2015

Marriot riott t Foundati dation on – Bridg dges es Expec ectat tatio ions ns What we needed:  Migration from custom database  Functional and reporting requirements  Funding and compliance reporting – Federal, state, and local contracts and grants – Private foundation grants – A-133 audits – CARF certification – Encryption at rest requirement #CTWebinar 10/13/2015

Ste tep 4 Implement the Change #CTWebinar 10/13/2015

Marr arriott ott Foundati ation n – Ga Game Plan an  Institute a Change Management plan – Involves exter ernal change AND inter ernal transition Phases of transition • Ending, Losing, and Letting Go – The Neutral Zone – The New Beginning –  Resource: – Managing Transitions, Making the Most of Change • William Bridges – From Managing Transitions 2 nd edition, author William Bridges #CTWebinar 10/13/2015

Marr arriott ott Foundati ation n – Ga Game Plan an How we got there  Sold the problem and reason for change  Acknowledged transition – Developed change management plan  Power of We – Involved staff in all parts of the process Representative taskforce • – Opened and maintained lines of communication  Managed “Cost -Quality- Time” triangle – Allowed time for transition #CTWebinar 10/13/2015

Lessons s Lear arned ed  Manage Change AND Transition – Build Change Management Plan  Identify internal / external champions  Ensure good communication with leaders  Recognize, manage, and make time for phases of transition  Expect that you will need to settle into reports -- that is part of the change process #CTWebinar 10/13/2015

Keys s to to S Success ss  Program Model  Power of We – Ownership - Include team in implementation process – Educate naysayers to become part of the change – Communicate message and expectations frequently  Transition Plan – Appropriate timing for the change – Ted and Linda visited offices to meet with staff – Plan for “hiccups” #CTWebinar 10/13/2015

Ste tep 4 Sustain the Change #CTWebinar 10/13/2015

Keep Impro rovin ving  Monitor transition – Continue to listen to feedback – Enhancements to data collection forms  Set new goals for optimizing the solution  ClientTrack is mission critical – Average month 79 active users / 44 minutes average per day using ClientTrack #CTWebinar 10/13/2015

#CTWebinar 10/13/2015

#CTWebinar 10/13/2015

Contact tact Informati ormation on Que uestions ions? Tad Asbury Vice President & Executive Director Marriott Foundation for Disabilities Tad.Asbury@Marriott.com www.bridgestowork.org Sales Sales@ClientTrack .com www.ClientTrack.com #CTWebinar 10/13/2015