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1. Tara Kilam lt Uday Mathur Vasu Mahajan f Waman Sarin c Xitij Mittal The right hand side of the above screen shows a status on what you know about a person This can be accessed by placing the cursor on the left of the person s name without clicking The color reflects the current adoption stage Page 9 ChangeMasters Simulation 2 9 Indian 2012 5 4 Initiatives La ChangeMasters Simulation 2 9 Indian Version wells Take Decision Control Panel _ Org Chart um People amp Progress F Org Networks RRR y Interested Trying Adopter INITIA TIVES i Anil Verma c Balaji Bhatia SEEK ADVICE WORKSHOP F Cia Sengupta PERSONAL ma FACE TO FACE MEETING i Deepak Shanker ORCE P Ena Kapoor INTERNAL MAGAZINE m Fatik Shastri f Gaurav Tambe ELECTRONIC MAIL QUESTIONNAIRE Himmat Gupta MANAGEMENT TRAINING EXTERNAL SPEAKER Ishan Nanda DIRECTORS MEETING NETWORKS i Jai Singh Kuval Bali c Lekha Malhotra c Manu Sharma Navin Prasad Om Singhal i Priya Sahni i Quasim Rajput lt Rahul Chandran i Sarah Varughese f Tara Kilam lt Uday Mathur mde Detailed Descriptions implement it Waman Sarin Xitij Mittal Mission Print an E ar ngeMasters Interested Trying Re ee ee On the right hand side of the screen if you click on the Initiatives button you will see the above screen which lists the change management initiatives yo
2. S 00 UCU T n a SO aaa lt a lt M S C ee a _ gt SO x __ ___ gt ss SO Aware Interested Tryi Adopter 3 ia sas i Click on any bubble to see a picture of the person and to access more info if available a eee 4 IT b On the left hand side of the screen you will see displayed the list of the managers you are trying to convince to adopt the corporate Performance Management System A variety of information about these managers can be accessed from this Control Panel screen depending on the initiatives you take A status on what you know about a person can be accessed by placing the cursor over the bubble to the left of the person s name A personal profile can be retrieved by clicking on the 1 bubble to the left of the person s name The red bars displayed in the box to the right of the managers names indicate how successful you are currently being in changing the attitude of each manager towards the change that you are trying to introduce You can see that the managers all go through a cycle of adoption although at different paces and can be not aware yet at all of your change project aware interested or they are starting to have first direct experiences with the new PMS trying or might have already adopted it You can access the Control Panel anytime to monitor your progress on the top left hand side of the screen Part of the sc
3. SO T 4 T SO cs SO GO 4 cs ees a _ amp 4 GO SO 4 _ _ _ b GO Don t do it ent the Decision Aware Interested Trying Adopter S Click on any bubble to see a picture of the person and to access more info if available a 4 TT F On the right hand side of the screen if you click on the Take Decision button you will see the above screen which shows the number of the decision you are about to take To implement an initiative click on the Your initiative box and select the initiative from the drop down menu that appears You will also be prompted for any other details you need to provide ie Names of people involved This can be chosen either by clicking on the name of the person on the Control Panel left hand side of screen or clicking on the box and selecting the manager s from the drop down menu of names If you make a mistake in choosing the initiative or name or click on the box with the wrong details in it select Don t Do It instead of Implement the Decision at the bottom of the screen For each decision you can optionally complete the Your rationale for this decision box After clicking on Implement the Decision You will receive immediate feedback on your chosen initiative You will receive a summary of the outcome a positive or negative indication of any attitude changes of the managers involved and maybe not invo
4. 8 days NOTE This initiative assumes that you have identified the appropriate Managers to approach and does not require you to specify them ELECTRONIC MAIL Send a brief electronic mail to everyone on the top management team explaining your ideas on why a PMS makes sense for them 1 day NOTE All of the top managers have an individual E mail account MANAGEMENT TRAINING For five members of the top management team organise a 3 days residential training program at a nearby business school on the potential benefits of a Performance Management System and how to actually use such a system 5 days NOTE You do not attend the programme but it takes a considerable amount of your time to plan it DIRECTORS MEETING Organise a special interdepartmental meeting in the main conference room with all the five directors and the CEO to share and discuss thoughts and plans for the PMS project 3 days NOTE Directors are informed that they can also bring along Managers from their department Page 18 APPENDIX B WORKSHOP Help one of the top managers to organise and lead a demonstration and discussion session on PMS for all the top managers interested in the topic 5 days NOTE This will provide the opportunity for the workshop leader to share and gather views and experiences on PMS FACE TO FACE MEETING Fix a meeting with one of the top managers in order to persuade him her that the Performance Management System would
5. Simulation 2 9 Indian 2012 5 10 Save Session Report P You may save your session s report at any time during the simulation by clicking on the Save Session Report button on the right hand side of the Score screen The report allows you to get details about the session including the date of running number of adopters number of initiatives and the time spent to implement these initiatives and of course the key points of the adopted strategy and also the content of do and dont s learning points Beside you will also get all the information on the adoption stage of each person as well as the feedback for each implemented initiative 5 11 Credits Screen ChangeMasters Simulation 2 9 Indian Version ChangeMasters Simulation Credits The ChangeMasters Simulation is a multimedia management simulation addressing the challenge of Change People amp Transformation Management in organisations Behaviour Modeling Decision and Learning Technologies itis a multimedia experiential learning tool that adresses the challenge of succesfully implementing significant change transformation and innovation projects impacting and transforming the way organisations and people operate and evolve itis also an ongoing project and a learning community of researchers friends professors consultants experts and not so experts worldwide plus a large number of users players and all those who work on the continuous improvement of the adm
6. of the repeated requests of Indus Communications HQ ll i g ChangeMasters Simulation 2 9 Indian Version In general terms Performance Management Systems provide managers of large companies with processes and tools supporting them in setting both personal and departmental goals and then monitor and report systematically on progress towards the achievement of those goals At the same time they change the internal reporting system introducing the transparency necessary to aggregate data corporate wide and allow top managers to answer questions like How are we performing in this region Which department or sales office is less efficient Based on actual performance trends which know how and best practice should be exchanged or transferred among business units etc The fact that Doon Technology has not adopted the PMS system yet is extremely disturbing for Headquarters Such systems need to be adopted consistently by everybody in order to really increase overall performance as otherwise information cannot be consolidated appropriately at the top For Doon Technology adopting the corporate PMS represents a significant change and In general terms Performance Management Systems provide managers of large companies with processes and tools supporting them in setting both personal and departmental goals and then monitor and report systematically on p
7. organisations is not a simple task and often requires a combination of different tactics to be used at the right time with the right people This simulation will make it possible for you to experiment with the implementation of different types of change management initiatives But ultimately your strategy your change diffusion approach your capabilities as a team to discover what is most appropriate at Doon Technology and how to best persuade this group of managers will determine how successful your intervention will be Accordingly before plunging into your first decision we advise you to 1 try to understand the context in which you are going to work as well as your role Remember that you have been sent there by the Group HQ 2 review the different initiatives you will be able to launch to change people attitudes 3 develop a general strategy which will eb guide you through the project top down i a Back to the Action Accordingly before plunging into your first decision we advise you to 1 try to understand the context in which you are going to work as well as your role Remember that you have been sent there by the Group HQ 2 review the different initiatives you will be able to launch to change people attitudes 3 develop a general strategy which will guide you through the project top down bottom up etc and write it down Good uck To leave the Mission screen cl
8. ChangeMasters The Change People amp Transformation Management Challenge User Manual 1 0 Overview amp Introduction 2 0 Your Mission 3 0 The Doon Technology Management Team Structure 4 0 Getting Started Your Strategy 5 0 Screens amp Navigation 6 0 Stopping amp Saving Sessions Appendix A Cross Reference for Key Navigation Buttons Appendix B Initiatives Detailed Descriptions _ ChangeMasters Simulation 2 9 Indian Version ChangeMasters ChangeMasters Simulation 2 9 Indian 2012 1 0 Overview amp Introduction With ChangeMasters you will be challenged to simulate a 6 month change management intervention in a large organization Indus Communications Group Your mission is to successfully deploy the Group s corporate PMS Performance Management System in a newly acquired company so that its performance management processes are harmonized with those of the Group In practice the Indus Communications Board has given you a challenging mission which will absorb all your time and attention over the next 6 months The mission is in fact both critical and difficult Two years after the acquisition Doon Technology has not yet introduced the performance management processes and systems which are now used consistently and successfully throughout the Group It s up to you and your Team now to fix this persuading the top management team of Doon Technology a group of very successful but also very autonomous execu
9. Page 16 ChangeMasters Simulation 2 9 Indian 2012 APPENDIX A Cross Reference for Key Navigation Buttons at Top of Screen Control Panel People amp Progress Refer 5 1 Org Chart Refer 3 0 Org Networks Refer 5 6 Initiatives Refer 5 4 Track Record Refer 5 8 Insights amp Issues Refer 5 7 Take Decision Refer 5 5 Our Strategy Refer 4 0 ChangeMasters Simulation 2 9 Indian Version Control Panel Org Chart i Take Decision People amp Progress Org Networks Our Strategy CL 5 c Anil Verma c Balaji Bhatia Cia Sengupta Deepak Shanker c Eha Kapoor f Fatik Shastri f Gaurav Tambe Himmat Gupta Ishan Nanda Jai Singh Lekha Malhotra Manu Sharma Navin Prasad f Om Singhal f Priya Sahni f Quasim Rajput Rahul Chandran Sarah Varughese c Uday Mathur c Vasu Mahajan Waman Sarin Xitij Mittal res re O a IO ae C ee a as or C eeeeeninial IOo C CO Mission Print ae qut hangeMasters y CL Ls Cross Reference for Key Navigation Buttons at Bottom of Screen Mission Refer 2 0 Score Refer 5 9 Print Refer 5 12 Quit Quit ChangeMasters Credits Refer 5 11 Page 17 ChangeMasters Simulation 2 9 Indian 2012 INITIATIVES SEEK ADVICE Organise a meeting with any one member of the top management team in order to get some advice on how to approach the PMS project in the most effective manner 2 days NOTE
10. You will not actually receive advice in the feedback message the aim is to influence the person you visit by taking the humble approach PERSONAL PROFILES Build a personal profile on any five members of the top management team by talking informally with your network at Indus Communications HQ 2 days NOTE Each person s profile includes a qualitative description of the individual and an indication of how difficult it will be to move that individual through the four change phases TASK FORCES Discover which top managers are on the company s three main task forces 1 day NOTE These membership lists will not change and will remain available throughout the simulation INTERNAL MAGAZINE Ask the editor of the internal magazine to include a short article you write on the advantages that PMSs can bring to managers 3 days NOTE This magazine is distributed to all of the top management team The article is about the generic advantages of PMS and does not include any company specific information DIRECTIVE Try to convince the CEO to send out a directive to everyone on the top management team insisting that they start using the PMS in two weeks time 7 days NOTE You spend several days writing a draft of this directive to give to the CEO COVERT LOBBYING Without the formal approval of the Directors concerned suggest to a group of selected Managers that they meet the CEO to lobby for the implementation of the PMS
11. e of that person You can access this chart at any time during the simulation and return to where you were in the simulation by clicking the Back to the Action button Page 6 ChangeMasters Simulation 2 9 Indian 2012 4 0 Getting Started A Strategy Your second action after reviwing your Mission should be to click on the Strategy button in the middle oval box of the screen and summarize the strategy you are planning to adopt Start developing an initial strategy During the simulation you will be able to come back to the Strategy page anytime you want to review it in the light of the information and feedback you have obtained ChangeMasters Simulation 2 9 al Ix Our STRATEGY a how do we plan fo proceed to achieve our objective Top down Bottom up Sequentially The key points of our strategy are What do you mean by Strategy ChangeMasters Simulation 2 9 Our STRATEGY how do we plan to proceed to achieve our objective Top dow4 Bottom up Sequentially This is your first challenge To develop and agree on a Strategy determining how you as a team will succeed in achieving your mission during the next 6 months Your Implementation Strategy should include considerations related to gt the targeted approach for your 6 months intervention e g top down bottom up gt steps and milestones that you might want to set to structure your progress towards during the 6 months gt intervention
12. e Session Report 5 8 Track Record La ChangeMasters Simulation 2 9 Indian Version Initiatives Take Decision Track Record Control Panel Org Chart E People amp Progress Org Networks eee Our Strategy Interested Thing Adopter HISTORY c Anil Verma _ f Balaji Bhatia Dec Time Initiative gt Result Cla Sengupta EA L ee ee a e a Deepak Shanker 8 17 17 FACE TO FACE MEETING Shastri c Eha Kapoor g oat MEMORANDUM i O 19 19 ELECTRONIC MAIL oe 20 20 TASK FORCES pee Gaurav Tambe 12 21 21 WORKSHOP Shastri Himmat Gupta 22 22 FACE TO FACE MEETING Mathur i Ishan Nanda 23 27 WORKSHOP Shastri E Jaj Si 28 32 MANAGEMENT TRAINING z n oe 33 35 DIRECTORS MEETING ee 17 36 36 FACE TO FACE MEETING Gupta pay Lekha Malhotra 8 37 38 SEEK ADVICE Shanker Manu Shanna 9 39 39 MEMORANDUM Manin Paa 20 40 40 QUESTIONNAIRE om Sin dhai 41 41 FACE TO FACE MEETING Kilam Priya Sahni i i Quasim Rajput lt Rahul Chandran i Sarah Varughese f Tara Kilam lt Uday Mathur c Vasu Mahajan c Waman Sarin Xitij Mittal Mission Print score Interested Trying Click on Track Record at any point during the simulation and you will see a summary of your initiatives to date that you can scroll through For a detailed history of your Initiatives Decision Initiative Rationale Outcome ie the
13. ick on the Back to the Action button Page 5 ChangeMasters Simulation 2 9 Indian 2012 3 0 The Doon Technology Management Team Structure OrgChart ChangeMasters Simulation 2 9 Indian Version OrgChart Balaji Bhatia Cia Sengupta Ext Fin Controller Pers Assistant Gaurav Tambe Himmat Gupta Fatik Shastri Deepak Shanker Eha Kapoor Dir Human Res Der Finance Dir Design Dir Manufacturing Dir Customer Rel s Om Singhal Priya Sahni Quasim Rajput Laboratory Mgr Product Des Mgr Mfg Design Mgr Ishan Nanda Kuval Bali Europe Factory Mgr AsiaPac Factory Mgr Vasu Mahajan Waman Sarin Alt Mittal Treasury Mgr Purchasing Mgr Legal Affairs Mgr Lekha Malhotra Manu Sharma Navin Prasad Public Refins Mgr Sales amp Mktg Mgr Quality Mgr Rahul Chandran Sarah Varughese Tara Kilam Uday Mathur Training Mgr Comp amp Ben Mgr Ong Eff Mgr Facilities Mgr Back to the Action The above screen Org Chart shows what is displayed if you click on the Org Chart button at any time during the simulation once you begin It is the organisational chart of the management team of Doon Technology Ltd in which you are expected to introduce your innovation during the next 6 months The management team of the company consists of 22 managers an External Financial Controller and the CEO s Personal Assistant The picture of each person appears when you position the cursor on the name If you then click on the box you will also get the profil
14. immediate feedback and No of Adopters to date click on History Details and scroll through your results Page 13 ChangeMasters Simulation 2 9 Indian 2012 5 9 Score La ChangeMasters Simulation 2 9 Indian Version Initiatives oe Control Pa Org Chart Take Decision ntrol Panel a Fee ages Org Networks Insights amp Issues Our Strategy People amp Progress Points 243 max 64 days This shows the score sheet that is displayed if you click the Score button located on the bottom middle of the screen You may click on this at any time to see how you are progressing and you can return to the simulation by clicking on the buttons at the top of the screen The thin blue line on the graph the top one indicates the cumulative positive attitude ie the red bars you have succeeded in gathering As you can see in the example in the screen above the cumulative positive attitude can decrease too during the project depending on your initiatives and other events that can happen during the 6 months implementation period The thick red line the bottom line indicates the cumulative number of managers you have convinced to adopt Once someone has adopted they cannot move back through the adoption process The numeric scores the number of Days per Adopter Elapsed Time of Adopters and of Decisions of Attitude Points are on the top left of the screen Page 14 ChangeMasters
15. inistration and distribution of this software Pradeep Mittal amp Martina Eckert from AlphaLabs Your feedback is welcome Send any insights suggestions or questions directly to Alber A ANGEHRN Professor of information Technology and Entrepreneurship Director Centre for Advanced Learning Technologies CALT INSEAD The European Institute of Business Administration Fontainebleau France For more information on the ChangeMasters Simulation who uses it and how visit the website at http www calt insead edu eis The ChangeMasters Simulation is disributed by AlphaLabs France Information can be requested via email at info alpha simulations com The ChangeMasters Simulation is based on experiences with the introduction of different types of management systems in organisations as well as research into Organisational Development and Change Management Entrepreneurship Organizational This Indian version has been developed in collaboration with Saurabh SAKLANI from EXPER Executive Education as well as This screen provides information about the simulation and those who have contributed to its design development and continuous updating It is displayed if you click on the ChangeMasters button located on the bottom left hand corner of every screen Page 15 ChangeMasters Simulation 2 9 Indian 2012 5 12 Print The PRINT button allows the printing of any page in the Simulation e g the SCORE page In case
16. lved and the clock will continue ticking off along the bottom of the screen against the 6 months for the time taken to implement the initiative Page 11 ChangeMasters Simulation 2 9 Indian 2012 5 6 Org Networks button Click on Org Networks and you can access information regarding the managers who has coffee with whom Coffee who socialises with whom Social and who is on which task force with whom Task Forces Access to this information is dependent on the various initiatives you have implemented 5 7 Insights amp Issues ChangeMasters Simulation 2 9 eS Er Insights amp Issues z DOs DONTS Related to Strategy Related to Tactics Other Relevant Points S ChangeMasters Back to the Action CA This Version of the Simulation provides the possibility to take notes anytime during a session This Learning Notebook accessible by selecting insiohts amp issues DER SEEEESS in the upper right side of the screen also provides a structured way to summarize key insights and issues after completing a session Page 12 ChangeMasters Simulation 2 9 Indian 2012 You may fill in the Do s column on the screen to share Insights of what you have learned from the experience as well as Dont s column for the Issues of Change Management you would like to know more about You are able to print it on paper or on a slide The content of the Do amp Dont s sheet is recorded in th
17. make sense to implement 1 day NOTE The meeting will take place in the manager s office COFFEE BREAK Spend some time at the company bar in order to see which groups of top managers meet regularly for a coffee 3 days NOTE These groups will not change and the list will remain available throughout the simulation MEMORANDUM Write and send to any five of the top managers a brief memo on how some of the specific features of the PMS will improve transparency of information flows in the company 1 day NOTE This is distributed in the company internal mail system PILOT TEST Try to get commitment from one of the top managers by asking him her to organise a two week long pilot test of the PMS in his her department using current company data 4 days NOTE This will involve setting up the PMS on all the department s computers and providing users with the appropriate training PLENARY MEETING Develop a presentation on the PMS Project and present it during the regular weekly top managers staff meeting attended by everybody 5 days NOTE The presentation includes potential applications of the PMS within the different departments All members of top management are in principle expected to attend these meetings QUESTIONNAIRE Write and distribute to all the top managers a questionnaire aimed at assessing their current level of interest in becoming regular PMS users 2 days NOTE The main objective of using this que
18. n Technology is the most successful acquisition of Indus Communications It is considered by everybody as the cash cow of the whole group and is run proudly and independently by Anil Verma the CEO and his management team Indus Communications your company is a global corporation which over the last 10 years grew and expanded tremendously through entering new markets and through the acquisition of companies like Doon Technology which joined the group almost 2 years ago Doon Technology is the most successful recent acquisition of Indus Communications It is considered by everybody as the cash cow of the whole group and is run proudly and independently by Anil Verma the CEO and his management team PMS is the name of the intranet based performance management system Indus Communications has deployed over the last 2 years to make sure that goals are set consistently and monitored continuously corporate wide It is said to be the backbone of the whole corporation providing Everybody with the information they need to make good decisions and focus on what really matters for the group as well as a way for everybody to report data and monitor the achievements of goals regularly and systematically Over the last two years the PMS has been deployed successfully corporate wide and adopted by all the subsidiairies except Doon Technology where the CEO Anil Verma has systematically delayed its implementation in spite
19. nally ADOPTION of this innova tion Your and your team s personal objective is to get as many adopters as possible This is the way your performance will be evaluated by HQ atthe end of the 6 months Attention Balaji Bhatia the Financial Controller and Cia Sengupta the CEO s Personal Assistant Your and your team s personal objective is to get as many adopters as possible This is the way your performance will be evaluated by HQ at the end of the 6 months Attention Balaji Bhatia the Financial Controller and Cia Sengupta the CEO s Personal Assistant are not supposed to adopt and use the PMS Hence the maximum number of adopters you can reach is 22 ChangeMasters Simulation 2 9 Indian 2012 Changing the way people think and behave in organisations is not a simple task and often requires a combination of different tactics to be used at the right time with the right people This simulation will make it possible for you to experiment with the implementation of different types of change management initiatives But ultimately your strategy your change diffusion approach your capabilities as a team to discover what is most appropriate at Doon Technology and how to best persuade this group of managers will determine how successful your intervention will be Li ChangeMasters Simulation 2 9 Indian Version Your MISSION the challenge you have been set Changing the way people think and behave in
20. oring summary at the end of the simulation is a function of the red bars representing the degree of positive attitude that you have achieved for each manager Page 8 ChangeMasters Simulation 2 9 Indian 2012 5 2 Personal Profile ChangeMasters Simulation 2 9 Indian Version KS Control Panel N People amp Progress Cia Sengupta Pers Assistant The left hand side of the above screen shows an example of the personal profile which can be accessed by clicking on the i bubble to the left of the person s name or clicking on their name from the Org Chart screen You can also switch quickly between Personal Profiles by clicking on the arrows on either side of the person s image Access to this information is dependent on the initiatives you have taken Click the Control Panel button on the top left of the screen to return to the list of all managers 5 3 Status 4 ChangeMasters Simulation 2 9 Indian Version i Initiatives Track Record D Insights amp Issues Our Strat Control Panel Take Decision N People amp Progress P py a f Anil Verma Balaji Bhatia i Cia Sengupta lt Deepak Shanker f Eha Kapoor Fatik Shastri Gaurav Tambe Himmat Gupta Ishan Nanda Jai Singh Kuval Bali Lekha Malhotra f Navin Prasad Om Singhal Priya Sahni Quasim Rajput f Rahul Chandran Sarah Varughese
21. rogress towards the achievement of those goals At the same time they change the internal reporting system introducing the transparency necessary to aggregate data corporate wide and allow top managers to answer questions like How are we performing in this region Which department or sales office is less efficient Based on actual performance trends which know how and best practice should be exchanged or transferred among business units etc ChangeMasters Simulation 2 9 Indian 2012 The fact that Doon Technology has not adopted the PMS system yet is extremely disturbing for Headquarters Such systems need to be adopted consistently by everybody in order to really increase overall performance as otherwise information cannot be consolidated appropriately at the top For Doon Technology adopting the corporate PMS represents a significant change and departure from the systems and processes they had deployed and used successfully before being acquired by Indus Communications At the time of the acquisition Anil Verma indicated lots of enthusiasm for integrating all the processes of his company to the ones of the group but since then Doon Technology did not change a lot its way of operating In particular all the attempts of HQ to introduce the PMS at Doon Technology have failed until now Sending information about the advantages of the corporate PMS and news about its successful adoption in other subsidiaries didn t help Anil Verma
22. rs Simulation 2 9 Indian 2012 2 0 Your Mission gt The Context You and your team have just been appointed by the corporate HQ of Indus Communications a large multi national group to a challenging change management mission Over the next 6 months you will be operating at Doon Technology a recently acquired company Your objective there is to persuade a successful but very independent minded top management team to harmonize their performance management processes and systems to the ones of the whole group by adopting the corporate Performance Management System PMS r ChangeMasters Simulation 2 9 Indian Version You and your team have just been appointed by the corporate HQ of Indus Communications a large multi national group to a challenging change management mission Over the next 6 months you will be operating at Doon Technology a recently acquired company Your objective there is to persuade a successful but very independent minded top management team _ to harmonize their performance management J processes and systems to the ones of the whole group by adopting the corporate Performance Management System PMS Indus Communications your company is a global corporation which over the last 10 years grew and expanded tremendously through entering new markets and through the acquisition of companies like Doon Technology which joined the group almost 2 years ago Doo
23. s or combination of interventions you might favor compare with the available interventions list gt any principles or values you believe you should consider during your actions gt as well as any other points you consider relevant to guarantee a successful intervention ion A total of 15 minutes maximum should be allocated to the discussion of the implementation strategy to adopt Jee whi aiming at reaching a good consensus as different team members might have initially pretty different views on how to best proceed in such a situation and at concluding by summarizing the key points of your implementation strategy on this screen Remember that you can come back any time to your strategy and extend revise it if necessary Click here to close this message After having completed your Startegy page click on the Back to the Action button Page 7 ChangeMasters Simulation 2 9 Indian 2012 5 0 Screens amp Navigation 5 1 Control Panel ChangeMasters Simulation 2 9 Indian Version Aware Interested Trying Adopter R Anil Verma f Balaji Bhatia i Cia Sengupta if Deepak Shanker E Eha Kapoor I Fatik Shastri I Gaurav Tambe Himmat Gupta I Ishan Nanda if Jai Singh Kuval Bali E Lekha Malhotra c Manu Sharma Navin Prasad Om Singhal Priya Sahni if Quasim Rajput i Rahul Chandran Sarah Varughese IE Tara Kilam P Uday Mathur Vasu Mahajan Waman Sarin c Xitij Mittal
24. seemed simply too busy running his successful company to have time for introducing such a new system The excuses he presented lack of time and resources other priorities etc have thus slowed down and hindered the efficient roll out of PMS corporate wide In summary your challenge is to persuade the CEO of Doon Technology Anil Verma and his top management team to finally adopt the PMS and harmonize their processes and systems to the ones of the whole group The HQ has given you up to 6 months 120 days for this project During this time you will be able to Gather info rmation about the ChangeMasters Simulation 2 9 Indian Version management team of the company In summary your challenge is to persuade the CEO of Doon Technology Anil Verma and his top management team to finally adopt the PMS and harmonize their processes and systems to the ones of the whole group The HQ has given you up to 6 months 120 days for this project During this time you will be able to e Implement different change management initiatives Gather information about the management team of the company e Continuously monitor your progress in helping the 24 members of the management team to move through the phases of AWARENESS INTEREST TRIAL and finally ADOPTION of this new way of working Implement different change management initiatives move through the phases of AWARENESS INTEREST TRIAL and fi
25. stionnaire is to demonstrate your approach to the project rather than gathering additional information EXTERNAL SPEAKER Organise a speaker event in which Professor Tom _ Petersen an expert on Performance Management will deliver an address entitled PMS Liberating performance in the organisation 5 days NOTE Everyone in the top management team is invited by memo to this event but attendance is optional NETWORKS Spend some time observing or finding out which top managers go together regularly to the company health club who is involved in the local charity campaign and who is looking informally at environmental issues together 5 days NOTE These groups will not change and the lists will remain available throughout the simulation ChangeMasters Simulation 2 9 Indian 2012
26. tives to finally align to the Groups global processes and start using the corporate Performance Management System PMS which will increase consistency transparency comparability and ultimately performance corporate wide To complete your mission successfully you will be free to choose among many different initiatives actions change tactics In some cases you may gather information on the managers their backgrounds and roles or also some insights on who regularly drinks coffee with whom etc In other cases you may take direct action to try to persuade the managers and thus influence their willingness to switch from their current processes and systems to the global ones Each time you will decide to implement an initiative you will receive qualitative and quantitative feedback about the impact of your decisions You will also see the time passing as every time you will decide to undertake something this will obviously require time to be completed And remember that you will be operating under time constraints The following sections illustrate in more detail the main elements of the Simulation and explain the different screens and options QuickReading Advice Just read the Mission Section 2 0 to better understand the context in which you and your team will operate The rest of the manual Section 3 6 just explains in more detail the user interface of the software you will be using during your mission Page 2 ChangeMaste
27. u may launch during the simulation A description of each particular initiative will be displayed below this list if you click on any initiative name You may also click on Detailed Descriptions and scroll through the descriptions of all initiatives at once see also an Overview in Appendix B You may also take a decision starting from the Initiatives screen To implement an initiative from this screen highlight the initiative and click on Implement It This will bring the Take Decision screen up see 5 5 with the initiative already chosen and a prompt for any other details you need to provide i e the names of managers involved Page 10 ChangeMasters Simulation 2 9 Indian 2012 5 5 Take Decision ChangeMasters Simulation 2 9 Indian Version Aware Interested Trying Adopter DECISION No 28 i Anil Verma Balaji Bhatia Your initiative FACE TO FACE MEETING E Cia Sengupta Takes 1 day if Deepak Shanker E Eha Kapoor if Fatik Shastri P Gaurav Tambe B Himmat Gupta i ishan Nanda i Jai Singh Kuval Bali E Lekha Malhotra Manu Sharma Navin Prasad Om Singhal Priya Sahni i Quasim Rajput i Rahul Chandran i Sarah Varughese T Tara Kilam P Uday Mathur Vasu Mahajan Waman Sarin Xitij Mittal Person you wantto meet Anil Verma Your rationale for this decision optional Atthis stage it seems important to involve the CEO a bit more in our project
28. you print directly on a transparency you will have to insert the transparency in the printer and choose the appropriate printing options 7 I General Setup Features Imaging Preferences Select Printer Add Printer ALT an HP DeskJet RESO an RESDe on TOPRAZE 1220 Printer TOPAZE TOP AZE F Status Ready I Print to File Location y c Find Printer omment Page Range te All Number of copies f Selection gt Curent Page i Pages Collate pis neo 6 0 Stopping amp Saving Sessions 6 1 Stopping amp Restarting This Version of the Simulation allows you to stop a session anytime you want and resume it at a later stage To stop the session just quit the simulation software by selecting The current session will be automatically saved in the file EISMission eis To restart a session just select i l AE OL which will appear automatically on the Main Screen the next time you will enter the simulation software 6 2 Automatic Saving before Quitting a Session This Version of the Simulation automatically saves a copy of the session every time you quit the simulation software in addition to producing the Report in editable form Hence the latest state of the session is always stored in the file EISMission eis and can be reloaded You can aways restart your session from the point you left it by selecting COM ie after restarting

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