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Before you have an issue - to anticipate it 2. When you have an issue - to neutralise and resolve it 3. After you ve had an issue - to make sure it doesn t happen again Du+uLuSuu4 U$  008Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3N6 (1)  ...you don t pay me to understand your business Within agreed term of reference 2 - 10 days at my expense Following initial meeting(s) - the first step is always a preliminary analysis You don t pay me to understand your business, you get to see me in action and to decide if you want to work with me I get to see if I can help you and if I want to Your deliverable is a verbal debrief, a one page summary and (if appropriate) an outline proposal for the next step 8w: ux " xO wx wxK wx0 wx wx0 wx wxz wx, wxw " }-3 O   ( O          "  a B!Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3N (2)  ...been there, seen it, done it...and then some! 20 years cross-sector experience with 100 + companies as an independent resource to directors and senior management, in Corporate, SME and OMB environments Multi-disciplinary functional experience Programme management  support & recovery Organisational change & development Troubleshooting & business risk assessment Business process engineering & design I.T. impact assessment Resources Best mix of your in-house methodologies and my own proprietary tools and techniques Work alone and/or create teams with your people My own extensive network of associates and trusted former colleagues8ww u}h }* u}" }h }  u} " }h } 3.3"&  *)& P =& & && @8 -  ^,Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3N Define and create a programme to deliver your change initiative and the benefits Address key areas outside of the scope of MSP, PRINCE and other traditional tools Manage the politics and act as  guardian of your best interests Test your programme s impacts on all key stakeholders - and remove resistance Risk assess your programme and implement what has to be done to avoid failure Ensure buy-in and motivation to change management requirements Manage complex interfaces and relationships with key stakeholders and contractors Identify and resolve the cultural gaps and issues - the hidden source of all resistance wr" uww    <  - 6 (  +   #        2   1      v K$Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3NbPROGRAMME DELIVERY Bull Information Systems COLT Telecom DPDS Consulting Group Eastern Group / TXU Europe FOCUS Consulting Group Strachen & Henshaw (Weir Group) Stockport NHS Trust Oakland International BUSINESS CONSULTANCY Action Computer Supplies Dun & Bradstreet BT ICT Donnelly M & S Financial Services Sun Banking Corporation Telecom Eirean   |  b  >BUSINESS DEVELOPMENT Devon County Council D & B Software Services Farnell Electronics Flight Electronics Forward Trust Gestetner ITT Industries Kent Enterprise Office McDonnell Douglas Mettler Toledo Osram Portsmouth City Council Schlumberger Industries Southern Electric SPP Pumps Standard Chartered UCB Bank N)( > Y'Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3NH  ...objective and extremely constructive& Stephen displayed absolute honesty, integrity and diplomacy&  Paul Ziolek Operations Director Oakland International Ltd  & Stephen displayed skill and confidence in designing and implementing the business, management and communication processes required to fast-track the programme delivery&   & he fulfilled a key role in the relationship management of a major subcontractor to ensure that contractual delivery dates were met& a  delivery mentality  & Stephen is a considerable asset to the senior management of any large programme&  Terry Dewhurst Director, IT Transformation & Business Change lastminute.com  ...effective in coming to a holistic and perceptive diagnosis of the key issues& I recommend Stephen as a resource for aiding improvements and analysing key issues that will lead to this&  Ann Barnes Director of Operations & Performance Stockport NHS Trust i>NEh  ?       >    9      .Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3N What is the impact of this? What is your best outcome? Should we be talking& ? ^uuuuuu      R J#Q Stephen Warrilow - Programme Delivery www.strategies-for-managing-change.com0R*'$3N 01275 349878 07860 215986 stephenwarrilow@tiscali.co.uk www.strategies-for-managing-change.com Lynton Glenthorne Ltd, 2 Beach Mews, The Beach, Clevedon, Bristol, BS21 7QU u_O7& K P  ` 33` 66ff3ff3` 999MMMwww` 66ffãɝ` "D3f̙3>?" dd@,|?" dd@   " @ ` n?" dd@   @@``@n?" dd@  @@``PP   @ ` ` p>>  u(  LБ  .L  # ``  0  6 ,   BCEFP @`  c $Ԕ `0  T Click to edit Master title style! !  s *4  a  RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  c $ DX   E* 2   c $ \    G*(2   c $T ,  G*(2Z  B@޽h))? ? 33  ANGLES  P 6(  6L  # ``  0  6ԝ ,   BC` EF"` @``   c $ `  T Click to edit Master title style! !  s *T   |   W#Click to edit Master subtitle style$ $  c $lO x   E* 2   c $4W  H   G*(2   c $W L`  G*(2Z  B@޽h))? ? 330 RJ@X(  X X NԚ ?P    g*"    X N4 ?    i*$(  p X 0 ?   X N ?@ @  xRClick to edit Master text styles Second level Third level Fourth level Fifth level S X T ?P   g*"    X TT ?   i*$(  H X 03iO ? ̙33 0P4(  P P 0T P    =*  P 0     ?*  P 6 P   =*  P 6t    ?* H P 03iO ? ̙33  VN (    Ht      ԗA C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   # l4 1? N Leading your people through change  In the current climate of deep uncertainty, people need leadership that addresses their deepest fears; that articulates a message that resonates with their emotional reality. Daniel Goleman $(( "     00H  0@޽h ? ̙332  `r( p7   HW      TXA C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P v  # lX 1?   The human side& it s the overwhelming issue  I don t regret saying anything [in the book]; it s more what I left out. In particular, the human side is much harder than the technology side and much harder than the process side. It s the overwhelming issue. Michael Hammer Co-Author of  Re-engineering the Corporation M$(( . <   0. b0.0L0LM0.0L0LMH  0@޽h ? ̙33  pP( p7   HY      4ZA C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P T  # lZ 1? x Leadership that resonates with people  Emotions are contagious, and they are most contagious from the top down, from leaders to followers. In the current climate this is important because people cannot work effectively if they are experiencing emotional turbulence. Daniel Goleman  Primal Leadership <$(( & # 0& 0&06;0;<0&06;0;<H  0@޽h ? ̙33`  (    H[      \A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   # lt\ 1?"  HOW you lead - drives business performance How you lead& determines about 70% of the emotional climate in your organisation which in turn drives 20-30% of business performance. Daniel Goleman $(( +-  M   0+ 0+000+00H  0@޽h ? ̙33   D(  wI   H]      ]A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P H  # lT^ 1?P}  It s all about people - and processes that work for people The single biggest reason for the astonishingly high 70% failure rate of ALL business change initiatives has been the over-emphasis on process rather than people. The failure of leadership to take full account of the impact of change on those people who are most impacted by it. Closely allied to that reason is the lack of process to directly address the human aspects of change. $(( <L 8 6; 0<0?00<0?0H  0@޽h ? ̙33j   (      Ht_       _A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P    # l4` 1?% t 70% of all change initiatives fail to deliver the anticipated benefits... ...and that was before the current financial meltdown. Now& getting it is right is business critical! *$(( C!,,(,,,,0 I d0 0U00 0U0H   0@޽h ? ̙33   E =   (    S ~Ta2 @   0<$0  ?  # la 1? g,$0 oWHY...?:  3    # lb 1? `F ,$0 +(1) The gap between the strategic vision and a successful programme implementation and the lack of a practical model and tools to bridge that gap`GJ  d   # ltb 1?@ @ ,$0 (2) The  hidden and built in resistance to change of corporate cultures and the lack of processes to address thisly1}2x    # lb 1? `,$0 r(3) Failure to take full account of the impact of the changes on those people who are most affected by themZs1}$6r A   # l 1?`` G70% of all change initiatives fail to deliver the anticipated benefits\H$(= < 0 0GH0 0GH   $A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   H    H  0@޽h ? 33W  s(     # l 1?@p gk I provide specialist support for directors delivering significant change initiatives - specifically for: Zk( ,,j,,j  0j0jl  C  @    dA C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   H    l  T=*d@@޽h޽h @ ? ̙33G   ( , x  # l 1? j  We ve done the strategic review, so& how do we do this and make it work...?  We know what we re doing and we know what the issues are& we just need some extra flexible resource to help get it delivered on time&   We re up and running, and...we re up to our necks in alligators&  DSuu@uXuHu%AAAAAA>,,LAA#%AA 6    # l 1?  o Typical entry scenarios (      A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P    Hd    H  0@޽h ? 33]    (     Td @ 0<$0     # lD 1?   Specialist support that:X( ,,,, 00  A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P    H    `  H=*d@޽h @ ? ̙33  h` ,( L , ,  `Ÿ< @ @PP<$0    , # lD 1?p` &j ~$So what s my USP? ,3   , A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   , H    B , s *@޽h ? ̙33.   hn(  h h  N] ԎD @ @<$0   T h 0]    ,$D0  Market / Customer / Competitor analysis Direct marketing Sales management & training (B2B) Business consultancy & strategy review Business development (B2B) wi } '  ''  o' ' ' ea  @ h C x^  1? A 0So what s my USP? (cont):  3  h _ A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   h Hd_     H h 0@޽h ? ̙33M  (     b   @ʺp `pP<$0   y  C xdb  1?P0 ?Specifically - how can I add value to your change initiative ?N@( = ,   b A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   H$c     H  0@޽h ? @ ff3Ιd332z2    r(     0Dd p       0d p0   ^  # le  1?PJ,$ 0 (A few of the organisations I have helped8)  (  )  de A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P    He     H  0@޽h ? ̙33  D<0( @Q l  C f    d  # lg  1?,$ 0 4What people say about me& *(   h A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   Hdh     H  0@޽h ? 33t  $@ ( 4?~ (    0e0e @ @<$0     C xT  1?f,$ 0 Where are you hurting most? ^u    A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P   H     B  s *sZ@޽h ? ̙33_  P (     N4 Ӎ @  <$0     6  p *E  # lT  1?` ?,$0 uThank you for your time0(    # l  1?P0`,$ 0 KSpecialist support for directors delivering significant change initiatives:L( KK S   # lt  1?U,$0 # I look forward to hearing from you2$ u# $    A C:\My Documents\Dartmouth 27th Sept 05\SW pics\Dscn1122 v.mother copy.jpg<`P    H4     H  0@޽h ? ̙33r| dk.8BOJ`,nRs]۰Y[ߝ] *`P}amu#dOh+'0L px , L X d p|"Stephen Warrilow Personal ProfileMiStephen WarrilowPerJC:\Program Files\Microsoft Office\Templates\Presentation Designs\FANS.POTeSWP223Microsoft PowerPointoso@@2C@p+@ǴI@DGKoZ  %$& &&#TNPPh0d & TNPP &&TNPP     $A o(o`Eʦ """)))UUUMMMBBB999|PP3f3333f333ff3fffff3f3f̙f3333f3333333333f3333333f3f33ff3f3f3f3333f3333333f3̙33333f333ff3ffffff3f33f3ff3f3f3ffff3fffffffff3fffffff3f̙ffff3ff333f3ff33fff33f3ff̙3f3f3333f333ff3fffff̙̙3̙f̙̙̙3f̙3f3f3333f333ff3fffff3f3f̙3ffffffffff!___wwwCB=< <C<=!=<<<C!=!= < < <C=!<"< <BCC=B= = < _PID_GUIDAN{8E020E8A-D6B0-497A-A80C-9F3301B20976}_SW  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~     !"#$%&'()*+,-./1234567DRoot EntrydO) ƱTy9@Pictures$&Current User"SummaryInformation( LPowerPoint Document(CDocumentSummaryInformation80