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Success factor

Number of times

Involvement of all functions in design. Involve development and operations. Face-to-face meetings, workshops, simulations to stimulate discussion and involvement and address resistance.

8

Spend time with the customer, learn how they use your services, spend time with the business, Listen instead of speaking, communication is more than talking or ‘sending’, Engage with the business, moaning won’t help, take ownership and control and seek ways to actively identify business needs and ways to improve business and IT working and trust. Joint sessions and discussions change attitude (reviews, designs, simulations, workshops)

7

Understand business needs first before making a proposal, agree priorities at all levels (incidents, changes, projects) with business. Look from customer, user and business perspective. Consider hiring people from business to bring business perspective, moving business analysts into IT.

6

All in IT must know what value is and how their tasks contribute toward this. People must know what ‘success’ is and how it can be measured and demonstrated.

6

Look beyond certification. Look for a demonstration of capabilities when selecting or hiring ITIL capabilities. Selection based upon evidence. Defining roles and skills needed, look for skills in managing change.

6

Executive commitment, business & IT, without commitment culture change will fail, commitment is needed to succeed.Commitment means 'lead by example', 'walk the talk'.

5

Communicate and market IT and what it can do for the business, Marketing and learning to speak in user and customer language, communicate outcomes and results not ‘ITIL’, Communicate business priorities, business goals.

5

Using facts and figures to create business buy-in. Use impact, consequences, risks, facts and figures to change attitude.

4

A holistic approach consciously addressing people, process and technology when applying ITIL.

4

Improving is a continual and gradual maturing, need to walk before you can run, being aware that it takes time and effort and is a journey.

4

Treat the company money as if it is your own. The business pays the salary, business needs drive decisions.

4

Manage every project in line with enterprise bottom line, understand business implications of a project, Look at, and start project from a business perspective, with business involvement, Business & IT involvement in decision making and projects

4

Confronting people with consequences of behavior on business and own team/department ,self assessment and confrontation.

3

Stakeholders analysis – internal and external

2

Rewarding behavior (good & bad). What gets rewarded gets done. Rewards must be related to the behavior you want to see and to business needs.

2

Begin with a few KPIs agreed with business

2

Own responsibility for asking for impact, consequences, goals in relation to business, Process owners need to take ownership of development and implementation of reporting, monitoring, measuring.

Selection criteria for IT managers

2

• All experienced attitude issues that were impacting behavior and the willingness to change behavior. Involvement and cross functional meetings, face-to-face, changed attitude the most and leads to buy-in, acceptance and eventual behavior change. Involvement and discussions and joint sessions will bring resistance to the surface.

• Business goals, impact, consequences are a necessary element in helping change attitude, Pain and needs are more common than wants and desires for the future – creating a sense of urgency as opposed to painting a vision for the future.

• Producing Procedures and documentation is an iterative, involved process that goes through a barrier of resistance.

• A Holistic approach of consciously aligning and integrating People, Process and technology increases the chance of success. Failures and frustration were often attributed to cases when a holistic approach was not consciously adopted from the beginning.

• Successful initiatives involve marketing and communication in user and customer terms. Communicating in business language to both IT and the business. Communication at all levels. Communication with executive involvement and commitment.

• Getting people to look from different perspectives, involving and discussing from different perspectives, learning what others do and how your work impacts them helps change attitude. “I didn’t realize” is a common statement following these types of interventions.

• Training should also have a component for gaining buy-in, showing benefits, making the link to own situation and pain. Simulations are seen as a powerful mechanism.

• Resistance is a fact of ITSM improvement and change and it must be consciously dealt with.

• Successful companies spend more time, effort and energy on the ‘people’ side. Winning hearts and minds, empowering, enabling, rewarding.

• Look beyond certification. Ensure skills for managing organizational change are developed or insourced. Look for a demonstrated ability to manage change and the people issues when hiring in.