Meet Kelley Munson, Enterprise Change Advisor at Pacific Gas & Electric
Learn about tennis hobby, five children, and how she loves to read fiction and thriller novels.
Meet her in person September 17-18, 2018 in Palm Springs, California, where she will present a case study on PG&E’s large-scale, 5-year, $120 Million IT change project, complete with successes, failures, and unexpected outcomes.
Question: Name, title, company?
Kelley Munson, Enterprise Change Advisor, Pacific Gas & Electric
Question: Family, hometown, where you live?
I have two stepchildren, 3 kids, and 1 grandson (Stepson, Stepdaughter, son, daughter, son) – it’s fun and busy in San Jose, CA!
Question: What is your utility/change management experience?
I’ve been with PG&E since 1991, started doing change related work in 1995 as a facilitator of process improvement/deployment planning and engagement. And all my work has included a change element within my Org Development type roles…formally I have been in a Change Organization (with Change in my title) for the last 11 years. Most of my work is planning and executing change at the field deployment level, supporting Manager and Supervisor levels, with more recent work in planning and executing change from the Senior Director down to field employee levels (including a lot of union engagement).
Question: What do you like to do when you’re not working? Hobbies?
I play tennis, on women’s and men/women’s teams, somewhat competitively (but I’m not going to Wimbledon). I also read fiction books and love thrillers. Being with my family and traveling is at the top as well.
Question: Notable achievements?
Having 5 fantastic kids that I love and enjoy enough to call friends, getting my Masters at the same time I got married and had 3 kids (took a bit longer, but I did it) and becoming a Senior-level advisor of Change, working to influence and guide our Officer and Director teams in Change Leadership and Engagement.
Question: Where do you see Change Management in utilities in two years?
Our leaders are better at understanding that change begins with them, so I am seeing more Leaders consciously thinking through and executing change engagement with their groups. If this continues, I see less need for hands-on change execution and more planning support and guidance. My one caveat is that leaders need some amount of support at a tactical level to put their plans to action. Not enough time and hands to make it all happen, so Capacity to do this work is key!
Question: What is your biggest challenge?
First, having the capacity to execute change at their level and role model it for their teams. Second, getting leaders to see the big picture and act on it, proactively planning change work and managing priorities and sequencing.
Question: What did you do prior to working in your current role?
I was a dedicated change lead for specific large scale projects rather than supporting an entire organization (currently Electric Operations).
Question: Who are a couple of your role models (and why)?
My Mom…because she has always shown me that people can do great things if you care and show compassion. My kids – they teach me that you are always learning and to stay open. As I see them become adults, I remind them to keep looking at the world with wonder and patience. That is what raising them taught me.
Question: What is one of your biggest goals (in life or business)?
I know I should have a pat answer to this but in all honesty, my goal in life is to touch every person I encounter and leave them more positively than when I met them, even if it’s a 10 second eye contact exchange.
Question: What’s the biggest misconception you run into in your role (or what people seem to think about Change Management)?
That it is finite (has a start and end), is black and white, and can be managed through a dashboard ☺