LeadẄynn Continuity, Change &

Transformation

Enterprise Profile

Mission LeadẄynn

Providing a structured and

collaboratively executed Change

management service.

The Six C’s

• Context

• Collaboration

• Competitiveness

• Continuity

• Change

• Culture

The Intervention Framework

• Need for Change – To prepare for the

future

– To outsmart Competition

• Target for Change – Organizational

– Individual

• Process for Change – Accelerating and sustaining

Revenue engines

– Fast pace development

– Engagement with Change across organization

• Medium for Change – Strategic

• Information Technology for measuring impact of Change

– Operational

• Transactional agility THE LEADẄYNN CHANGE FRAMEWORK

Inform

Energize

Integrate

Reinvent

Communication

driver

Grass root level

EFFICIENCY

OUTCOMES

Relationship

level

Focus on ROLE

EFFECTIVENESS

OUTCOMES

Enterprise level

Tight integration

Strategy

driver

REVENUE

OUTCOMES

Business driver

Real time end-to-

end process

integration driver TRANSFORMATION

OUTCOMES

LeadẄynn Ladder

Process

level

Focus on SELF

Focus on TEAM

Organization

level

Key Questions We Address

• Why change? How is this important and relevant to what I do?

• What do you want me to do differently? What are the priorities?

• How will I be measured and what are the consequences?

• What tools and support do I get to make this change?

• WIIFM --- What’s in it for me? And for us?

LeadẄynn Methodology

Define

Discuss

Develop

Deliver

Deploy

• Define Engagement • Select methodology • Identify champions • Determine Change enablers

• Understand current state • Define future state • Identify barriers to change • Identify budget/roles

• Conduct risk analysis • Assess cultural issues • Establish accountability for change management

• Design the change • Design measures on identifying the resources

• Develop intervention plan • Develop training plan • Develop R&R plan

• Develop communication plan • Assess connection & impact with other initiatives

• Establish metrics • Establish/Clarify new roles • Implement change

• Reengineer business processes and systems • Create commitment for improvement/change

• Support transition to new roles or exit strategies for incumbents • Monitor change and take corrective actions, if necessary

• Monitor improved process performance • Capture and archive lessons learned from the intervention.

INTE

RV

ENTI

ON

STE

PS

Assignment Steps

• Change Readiness Appraisal to craft the most appropriate approach to change.

• Prioritization to reach an agreement on initiatives likely to yield high impact results and drawing up a Change Charter thoroughly defined for each initiative.

• Program Design incorporating “quick-win” events that build momentum and reduce resistance to change.

• Effective communication plan positions the change program, maps the ‘political’ landscape, gathers insights ,and concerns as it rolls.

• Setting up a Program Management Organization that is effective, responsive and dynamic to manage the change program.

Past & Present Engagement s

Leadership

Organizational Leadership

Leadership Development & Talent

Management

Strategic Planning

Strategy development

Strategy deployment

Customer & Market

Aligning team with the customer and the market

Customer Relationship

Information Technology

Measurement and analysis of organizational performance

Creating channels and channel partners for

Information Management

Human Resource Management

Strategy development

Strategy deployment

Organization Development

People & Service Processes

Human element in Business Processes

Enabling Processes

9

Contact

Rajan Johri Managing Partner

LeadẄynn 414-415 Fourth Floor, Chokhani Square

Noida 201 301 India

+91 9810144138/9889100700 rajanjohri@leadwynn.com