OCM -Vocab
DATA COLLECTION =
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Deploying change management
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ENGAGEMENT STRATEGY =
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EXPENSE BLEEDS
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FEEDBACK ANALYSIS =
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HORIZONTAL SCOPE =
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Integrating with project management
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Key success factors
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Portfolio management
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BUY-IN SUPPORT =
BUY-IN SUPPORT = There are two important definitions for buy-in in the business sense. One related to the personal aspects of commitment and the other financial. Personal buy-in is the acceptance of and commitment to a specific concept or course of action. We hear the term used often in the context of people agreeing to accept something and provide their support. Trying to get something done through or with others without their "buy-in" can be very difficult. Good leaders and managers know how to obtain buy-in from their stakeholders. A financial buy-in is a payment made to join a business such as a partnership. A new partner makes a buy-in payment as a contribution of capital to the business to achieve parity with other partners of equal status. A management buy-in is a variation of the management buy out. In this case the management are coming from the outside and buying in.
Business Case
Business Case - The information necessary to enable approval, authorization and policy making bodies to assess a project proposal and reach a reasoned decision
Continuous Quality Improvement (CQI)
Continuous Quality Improvement (CQI) = Constantly striving to make things better, which is a particular aim of a Quality Assurance Program
Contract Closeout
Contract Closeout = Completion and settlement of the contract, including resolution of any open items
Diversity
Diversity The existence of variation in an organization's workforce is commonly referred to as diversity. Diversity can include and range from different races, people from different cultures, people with physical limitations, and people with different skill levels, different sexual orientations, and unique experiences. Respect and knowledge of diversity lends to our understanding of how to relate to each other and how best to accomplish goals using appropriate communication and actions. If an organization exists in proximity with its customers then an understanding of how we relate to the diversity of our customers is closely tied to our success rate.
ACQUISITIONS =
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Awareness-building plan
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CHANGE MANAGEMENT FRAMEWORK =
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CHANGE MANAGEMENT WORKSTREAM =
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CORRECTIVE ACTION =
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Change Portfolio Management
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Change development plan
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Change readiness evaluation
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Change saturation
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RESISTANCE = CHANGE MANAGEMENT BEHAVIORAL RESISTANCE =
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Reinforcement
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Resource allocation
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TECHNICAL DESIGN =
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TIME HORIZONS =
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Team structures
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VERTICAL SCOPE =
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best practices
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cross-generational
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data-driven
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engagement and support
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method-based
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mulit-polar
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multi-cultural
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tailored solutions
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ARCHITECTURE DEVELOPMENT METHOD = ADM =
ADM = ARCHITECTURE DEVELOPMENT METHOD = Architecture Development Method defines a recommended sequence for the various phrases and steps involved in developing an architecture. BUT IT CANNOT recommend the SCOPE. Architecture Development Method is a single cycle of Architecture vision.
ARCHITECTURE DOMAIN =
ARCHITECTURE DOMAIN = The Architecture Domain is.....BUSINESS, DATA, APPLICATIONS, TECHNOLOGY
ARCHITECTURE- WHAT IS A SET OF TARGET ARCHITECTURES?
ARCHITECTURE- WHAT IS A SET OF TARGET ARCHITECTURES? A set of Target Architectures is BUSINESS, DATA, APPLICATIONS, TECHNOLOGY that enable the implementation of the vision.
change agent
According to Stoner and Wankel (1986: 355), the change agent is an "individual who is responsible for taking a leadership role in managing the process of change".
CELEBRATING AND RECOGNIZING SUCCESS =
CELEBRATING AND RECOGNIZING SUCCESS = Early successes and long-term wins must be recognized and celebrated. Individual and group recognition is also a necessary component of change management in order to cement and reinforce the change in the organization. The final step in the change management process is the after-action review. It is at this point that you can stand back from the entire program, evaluate successes and failures, and identify process changes for the next project. This is part of the ongoing, continuous improvement of change management for your organization and ultimately leads to change competency.
CHANGE CAPABILITY DEVELOPMENT =
CHANGE CAPABILITY DEVELOPMENT = Change Capability Development is helping clients achieve sustainable performance improvements within their organizations from their change programs.
CHANGE MANAGEMENT =
CHANGE MANAGEMENT = Assess change readiness among stakeholders groups and identify potential barrier/risks, develop, plan and implementation activities and design communications to obtain awareness, understanding, buy-in support for business change.
CHANGE STRATEGY =
CHANGE STRATEGY = Change Strategy is bringing proven change architectures and best practices to help clients navigate change.
COACHING AND MANAGER TRAINING FOR CHANGE MANAGEMENT =
COACHING AND MANAGER TRAINING FOR CHANGE MANAGEMENT = Supervisors will play a key role in managing change. Ultimately, the direct supervisor has more influence over an employee's motivation to change than any other person at work. Unfortunately, supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance. It is vital for the change management team and executive sponsors to gain the support of supervisors and to build change leadership. Individual change management activities should be used to help these supervisors through the change process. Once managers and supervisors are on board, the change management team must prepare a coaching strategy. They will need to provide training for supervisors including how to use individual change management tools with their employees.
COMMUNICATION AND COMMUNICATION PLANNING =
COMMUNICATION AND COMMUNICATION PLANNING = Many managers assume that if they communicate clearly with their employees, their job is done. However, there are many reasons why employees may not hear or understand what their managers are saying the first time around. In fact, you may have heard that messages need to be repeated 6 to 7 times before they are cemented into the minds of employees. That is because each employee's readiness to hear depends on many factors. Effective communicators carefully consider three components: the audience, what is said and when it is said. For example, the first step in managing change is building awareness around the need for change and creating a desire among employees. Therefore, initial communications are typically designed to create awareness around the business reasons for change and the risk of not changing. Likewise, at each step in the process, communications should be designed to share the right messages at the right time. Communication planning, therefore, begins with a careful analysis of the audiences, key messages and the timing for those messages. The change management team or project leaders must design a communication plan that addresses the needs of front-line employees, supervisors and executives. Each audience has particular needs for information based on their role in the implementation of the change.
CONSENSUS BUILDING =
CONSENSUS BUILDING = Consensus Building is essentially mediation of a conflict which involves many parties. ---this is usually about new policies within an organization.
Change management
Change management is a structured approach to shifting/transitioning individuals, teams, and organizations from a current state to a desired future state. It is an organizational process aimed at helping employees to accept and embrace changes in their current business environment.[1]. In project management, change management refers to a project management process where changes to a project are formally introduced and approved
Communications Management Plan
Communications Management Plan - A plan describing the organization and control of information transmitted by whatever means to satisfy the needs of the project. It includes the processes of transmitting, filtering, receiving and interpreting or understanding information using appropriate skills according to the application in the project environment. It is at once the master and the servant of a project in that it provides the means for interaction between the many disciplines, functions and activities, both internal and external to the project, and which together result in the successful completion of that project.
Contract Review
Contract Review = Monitoring and control of performance and progress, making payments, recommending modifications and approving contractor's actions to ensure compliance with contractual terms during contract executio
Cost Analysis
Cost Analysis = The analysis of the cost elements of a proposal or on-going work. It includes verification of cost data, evaluation of all elements of costs, and projection of these data to determine the effect on price
Cost Control System
Cost Control System = Any system of keeping costs within the bounds of budgets or standards based upon work actually performed
DATA COLLECTION, FEEDBACK ANALYSIS, AND CORRECTIVE ACTION =
DATA COLLECTION, FEEDBACK ANALYSIS, AND CORRECTIVE ACTION = Employee involvement is a necessary and integral part of managing change. Managing change is not a one way street. Feedback from employees is a key element of the change management process. Analysis and corrective action based on this feedback provides a robust cycle for implementing change.
ENTERPRISE (IT) =
ENTERPRISE (IT) = Enterprise, in the computer industry (IT), an enterprise is an ORGANIZATION that uses computers (or is mostly technology).
ENTERPRISE RESOURCE PLANNING = ERP =
ENTERPRISE RESOURCE PLANNING = ERP = Enterprise Resource Planning (ERP) integrates internal and external management information across an entire organization, EMBRACING FINANCE/ ACCOUNTING, sales and services, CRM etc.... ERP systems automate this activity with an integrated software application.
Examples of Organizational Change
Examples of Organizational Change Mission changes Strategic changes Operational changes (including Structural changes) Technological changes Changing the attitudes and behaviors of personnel As a multidisciplinary practice that has evolved as a result of scholarly research, Organizational Change Management should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of a Change Management plan.
GAME CHANGER (SUCCESS) =
GAME CHANGER (SUCCESS) = A Game Changer is communication in support of change management that addresses the impact of both organizational and operational change.
MATRIX ENVIRONMENT =
MATRIX ENVIRONMENT = The concept of matrix structures = in which an organization's management blends VERTICAL administrative functions with horizontal areas of expertise.
MATRIX MANAGEMENT =
MATRIX MANAGEMENT = Matrix management is = workers in matrix typically report to TWO MANAGERS: 1. a FUNCTIONAL MANAGER responsible for tools, training, and reassignment and; 2. a PROJECT MANAGER to direct the day to day.
MULTI-FACETED DELIVERY MODEL =
MULTI-FACETED DELIVERY MODEL = Multi-faceted Delivery Models includes: classroom, e-learning, 3rd party vendors, leaders as teachers, was utilized to deliver high-impact programs that accelerated development in a cost effective manner.
Organizational Cultures
Organizational Cultures As I have stated, managers have the daunting task of encompassing many different concepts into their decision-making process. Understanding behavior is one thing but understanding how the culture of an organization influences the behavior of an organization is another. Organizational culture is a collective belief system of ethics, norms and values that influence its member's actions (Schermerhorn et al, 2005). Organizational culture is the rules that hold a company together by setting behavior standards either written or implied, and stem from experiences that allow us to decide what we deem important. The word culture is from the Latin root colere, meaning to inhabit, cultivate or honor (Wikipedia, 2005). Each of these meanings can be applied to the organizational sense of culture, because we exist, grow, and respect as members of a group. Many of our behaviors are built by the culture in which we exist. A culture can be a culmination of upbringing, personal performance standards, faith, and prejudices.
ORGANIC GROWTH =
ORGANIC GROWTH = Organic growth: Business growth that takes place because of the internal working of the organisms (different parts) within an organization. The term is used as against growth that emerges as a result of acquisition of a running business.
ORGANIZATIONAL CHANGE ENABLEMENT =
ORGANIZATIONAL CHANGE ENABLEMENT = Organizational Change Enablement is enabling clients to manage their organizational change efforts, such as the transition to outsourcing, system and process change, and large scale transformation, among others.
ORGANIZATIONAL CHANGE ENABLEMENT = THREE SUB OFFERINGS ARE? =
ORGANIZATIONAL CHANGE ENABLEMENT = THREE SUB OFFERINGS ARE? = 1. MANAGING ORGANIZATIONAL CHANGE - guiding clients through management and execution of strategic organizational change programs, such as mergers and acquisitions, globalization, etc... 2. ENABLING SYSTEM AND PROCESS CHANGE - helping clients manage and execute medium-large scale change related to implementation of systems (SAP, ORACLE) and or process changes within diverse organizations 3. TRANSITION TO OUTSOURCING - providing proven solutions frameworks for managing the human element of outsourcing focus change within both the refrained and outsourced elements of the clients workforce.
ORGANIZATIONAL CHANGE MANAGEMENT =
ORGANIZATIONAL CHANGE MANAGEMENT = Organizational Change Management is focused on helping clients successfully manage change in an environment that is global, mulit-polar, multi-cultural, cross-generational, and virtual and changing at accelerating pace. This is achieved using method-based, data-driven, tailored solutions....to increase the pace and certainty of successful organizational change.
Organizational Effectiveness and Efficiency
Organizational Effectiveness and Efficiency Everything we do or say should be effective and efficient, especially when these actions involve other peoples' time and money. Effectiveness comes from the Latin word effectus meaning accomplishment or performance, and the word efficiency comes from the Latin word efficientem, meaning productive or skilled (Harper, 2001). In the modern sense of the words, efficiency is completing a task without wasted time or energy, and effectiveness is the degree or extent to which that task is achieved. Tattooing involves both with an emphasis on effectiveness. Efficiency may earn us more money, but effectiveness will earn us more customers. Experiences and innovations can improve our effectiveness and efficiency.
Organizational Learning
Organizational Learning Our use of the word learning comes from the Old English word leornian meaning "to get knowledge, be cultivated," (Harper, 2001). Schlermerhorn, et al. states that organizational learning is "the process of acquiring knowledge and utilizing information to adapt successfully to changing circumstances" (2005). The process of acquiring knowledge can be through continuing education, such as in my organization, and being cultivated is the knowledge we receive through experience and growing from both. If we were not constantly learning and adapting to changes in the tattoo industry then we would loose our customer base to someone who is.
PROJECT MANAGEMENT VS. CHANGE MANAGEMENT =
PROJECT MANAGEMENT VS. CHANGE MANAGEMENT = Current > Transition > Future BOTH PM and CM support moving an organization from CURRENT STATE, through TRANSITION STATE, to a DESIRED STATE (Future state). PM = Focus on TASKS to achieve the project requirements. CM = Focuses on the PEOPLE impacted by the change.
READINESS = CHANGE READINESS =
READINESS = CHANGE READINESS =
READINESS ASSESSMENTS =
READINESS ASSESSMENTS = Assessments are tools used by a change management team or project leader to assess the organization's readiness to change. Readiness assessments can include organizational assessments, culture and history assessments, employee assessments, sponsor assessments and change assessments. Each tool provides the project team with insights into the challenges and opportunities they may face during the change process. Assess the scope of the change, including: How big is this change? How many people are affected? Is it a gradual or radical change? Assess the readiness of the organization impacted by the change, including: What is the value- system and background of the impacted groups? How much change is already going on? What type of resistance can be expected? Assess the strengths of your change management team. Assess the change sponsors and take the first steps to enable them to effectively lead the change process.
RESISTANCE MANAGEMENT =
RESISTANCE MANAGEMENT = Resistance from employees and managers is normal. Persistent resistance, however, can threaten a project. The change management team needs to identify, understand and manage resistance throughout the organization. Resistance management is the processes and tools used by managers and executives with the support of the project team to manage employee resistance.
SCOPE = (WORKSCOPE) =
SCOPE = (WORKSCOPE) = Collective activity (work) to be undertaken to deliver a project.
SPONSOR ACTIVITIES AND SPONSOR ROADMAPS =
SPONSOR ACTIVITIES AND SPONSOR ROADMAPS = Business leaders and executives play a critical sponsor role in change management. The change management team must develop a plan for sponsor activities and help key business leaders carry out these plans. Sponsorship should be viewed as the most important success factor. Avoid confusing the notion of sponsorship with support. The CEO of the company may support your project, but that is not the same as sponsoring your initiative. Sponsorship involves active and visible participation by senior business leaders throughout the process. Unfortunately many executives do not know what this sponsorship looks like. A change agent's or project leader's role includes helping senior executives do the right things to sponsor the project.
SWOT ANALYSIS -
SWOT = S= STRENGTHS W= WEAKNESSES O= OPPORTUNITIES T= THREATS SWOT ANALYSIS is a strategic planning method used to evaluate SWOT involved in a project or in a business venture.
TRAINING AND TRAINING DEVELOPMENT =
TRAINING AND TRAINING DEVELOPMENT = Training is the cornerstone for building knowledge about the change and the required skills. Project team members will develop training requirements based on the skills, knowledge and behaviors necessary to implement the change. These training requirements will be the starting point for the training group or the project team to develop training programs.
TRANSFORMATIONAL CHANGE =
TRANSFORMATIONAL CHANGE = Transformational Change is a shift in business culture of an organization resulting from change in the underlying strategy and processes that the organization used in the past. A transformational change is DESIGNED to be ORGANIZATION-WIDE and enacted over a period of time.
enterprise resource planning (ERP) system is
The enterprise resource planning (ERP) system is an integrated set of programs that provides support for core organizational activities such as manufacturing and logistics, finance and accounting, sales and marketing, and human resources. An ERP system helps the different parts of the organization share data and knowledge, reduce costs, and improve management of business processes.
UNIFIED COMMUNICATION AND COLLABORATION (UCC) APPROACH =
UNIFIED COMMUNICATION AND COLLABORATION (UCC) APPROACH = When looking to OPTIMIZE the UNIFIED COMMUNICATION Stategy; 1. REQUIRED ANALYSIS - identify how the org employees work and how thy can improve efficiency. 2. PROCESS IDENTIFICATION - locating process issues. 3. EXPENSE BLEEDS - selecting specific areas where communication are leading to waste. 4. CRITICAL WORKER ID AND ROLES REVIEWED - pinpointing staff w/ most critical 5. STAKEHOLDER INVOLVEMENT 6. MAPPING THE BENEFIT.
UNIFIED COMMUNICATION AND COLLABORATION = UCC =
UNIFIED COMMUNICATION AND COLLABORATION = UCC = UCC are platforms consolidate directory, routing, and management of real time multimedia, communication sessions and manage their integration w/collaborative IT applications. Accenture = help embed UCC tools into business process.
UNIFIED COMMUNICATIONS AND COLLABORATIONS = UCC = SOLUTION TOOLS =
UNIFIED COMMUNICATIONS AND COLLABORATIONS = UCC = SOLUTION TOOLS = help unlock workforce potential w/ powerful tools that allow face to face collaboration w/o place to place travel. PC into phone. Soft Phone Capability. --Cisco Telepresence - VIRTUAL CONFERENCING TECHNOLOGY --IM - Instant Messaging --VOIP-Voice over IP --Social Networking (LinkedIN -- Cloud Computing --Email --Voicemail --Business process and application
