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Creating Sustainable Change through Organizational Alignment and Managing an Increasingly Diverse WorkforceFebruary 18, 2008NASSCOM India Leadership Forum 2008 Business Events have Huge Change Management ImplicationsPost Merger AlignmentCombines two legacy organizations to realize synergies Innovation GrowthFocuses on generating new ideas and products Outsourcing Transitions services and transactions to external providersGlobal ExpansionSources new markets or talent for top-line growth or for cost arbitrage Change in OwnershipAlters ownership, priorities of operations and deliverablesTechnology ImplementationRealigns application portfolios, automates transactionsCost OptimizationReduces costs and associated resourcesRestructuringRealign units for better performance qualityTransactionsTransformation ExpansionConsequence: Are we measuring and rewarding desired behavior? Capability: Do we have the resources and capabilities to achieve this?Culture/ Org.: What cultural nuances should we take into account? Change Challenges Clients Typically Face during TransformationChange challenges/risks companies typically experienceRecommended best practices  Define success as “get the technology up”, instead of defining success as “end-users adopted desired behaviors”: Ensure project team and sponsors define success as behavior change Clearly define desired behaviors (e.g. “stop/start/continue” doing) Define and track metrics indicating adoption of desired behavior Develop “consequence management” plan to encourage desired behaviors and discourage unwanted behaviors Stakeholders, especially managers, are resistant to the change (e.g. using work-arounds or continue to use old system), or have emotional reactions to the change Conduct a stakeholder analysis to understand which and how employees are impacted, their concerns, how to best address those concerns Develop “what’s in it for me” messages tailored to managers and other key stakeholder groups Conduct workshop to suppo