CASPA Fall 2008 Workshop
”Offshore Outsourcing: New Spin or Same Old Business?”
10 Key Principles of Change Management & Successful Outsourcing for Leaders Navigating the Dynamics of an Ever-Changing Global Market
Date/Time: Saturday, September 20, 2008, 12:30pm - 5:00pm
Venue: ITRI International Inc., 2870 Zanker Rd. Suite 140, San Jose, CA 95134
Website: http://www.caspa.com
Fee: Free
Registration: Please RSVP by email the following information to office@caspa.com
1) Name, 2) Phone Number, and 3) Email
Seats are limited, the event is first come, first serve!
Registration deadline is September 16 or when seats limit exceeds (CASPA will notify).
Agenda: 12:30 pm - 01:00 pm Registration and Networking
01:00 pm - 01:05 pm Welcome from CASPA President
01:05 pm - 01:15 pm Introduction of the Speaker and Program
01:15 pm - 03:00 pm Viewing of the internationally award winning movie “Outsourced”
03:00 pm - 04:30 pm Presentation covering Outsourcing, Change Management, and Effective Communication Based Leadership
04:30 pm – 05:00 pm Q&A
Instructor: J. Schuyler Morgan, PCC
Key Workshop Components:
• Outsourcing - In this segment we address the “human side” systematically. Any significant transformation creates “people issues” that will be evident in the internationally award winning movie “Outsourced”. (103 minutes in length) No change program goes completely according to plan. People react in unexpected ways; areas of anticipated resistance fall away; and the external environment shifts. Effectively managing change requires continual reassessment of its impact and the organization’s willingness and ability to adopt the next wave of transformation. Fed by real data from the field and supported by information and solid decision-making processes, change leaders can then make the adjustments necessary to maintain momentum and drive results.
• Change Management – The change-management approach should be fully integrated into program design and decision making, both informing and enabling strategic direction. It should be based on a realistic assessment of the organization’s history, readiness, and capacity to change.
• Effective Communication Based Leadership – Because change is inherently unsettling for people at all levels of an organization, when it is on the horizon, all eyes will turn to the CEO and the leadership team for strength, support, and direction. They must speak with one voice and model the desired behaviors. The executive team also needs to understand that, although its public face may be one of unity, it, too, is composed of individuals who are going through stressful times and need to be supported.
Key Benefits to Participants:
1. A broad-based communication strategy for each key stakeholder groups in the organization, including not only HR but also executives, managers, and employees.
2. An effective staff transition strategy, including appropriate redeployment, severance, and retention policies.
3. An organizational design strategy for both the new governance organization and the retained organization whose positions are affected by the change in roles and responsibilities due to outsourcing.
4. A change acceptance strategy to help make the HR transformation initiatives “stick”.
5. A training program that includes both individual and team coaching to help employees, managers, and the retained organization understand how to work with the provider in the post-outsourcing environment.
