Difference between revisions of "Change Management"
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== Introduction == | == Introduction == | ||
=== What is Change Management === | === What is Change Management === | ||
| − | ==== Context and objectives ==== | + | ==== Context and objectives ==== |
| + | When introducing a change to the organization, we are ultimately going to be impacting one or more of the following four parts of how the organization operates: | ||
| + | * Processes | ||
| + | * Systems | ||
| + | * Organization structure | ||
| + | * Job roles | ||
| + | |||
| + | While there are numerous approaches and tools that can be used to improve the organization, all of them ultimately prescribe adjustments to one or more of the four parts of the organization listed above. Change typically results as a reaction to specific problems or opportunities the organization is facing based on internal or external stimuli. While the notion of 'becoming more competitive' or 'becoming closer to the customer' or 'becoming more efficient' can be the motivation to change, at some point these goals must be transformed into the specific impacts on processes, systems, organization structures or job roles. This is the process of defining 'the change'. | ||
| + | |||
| + | Ultimately, the goal of change is to improve the organization by altering how work is done. | ||
| + | |||
| + | |||
==== Change Management vs Project Management ==== | ==== Change Management vs Project Management ==== | ||
==== Separate but integrated in practice ==== | ==== Separate but integrated in practice ==== | ||
Revision as of 13:33, 15 April 2021
| Source: | DataSource |
|---|---|
| Language: | English |
| Topic: | Change Management |
| SubTopic: | ADKAR |
| Last Edit By: | DochyJP |
| LastEdit: | 2021-04-15 |
| Document type: | Training |
| Status: | Active |
| Access: | free |
Introduction
What is Change Management
Context and objectives
When introducing a change to the organization, we are ultimately going to be impacting one or more of the following four parts of how the organization operates:
- Processes
- Systems
- Organization structure
- Job roles
While there are numerous approaches and tools that can be used to improve the organization, all of them ultimately prescribe adjustments to one or more of the four parts of the organization listed above. Change typically results as a reaction to specific problems or opportunities the organization is facing based on internal or external stimuli. While the notion of 'becoming more competitive' or 'becoming closer to the customer' or 'becoming more efficient' can be the motivation to change, at some point these goals must be transformed into the specific impacts on processes, systems, organization structures or job roles. This is the process of defining 'the change'.
Ultimately, the goal of change is to improve the organization by altering how work is done.
Change Management vs Project Management
Separate but integrated in practice
Summary
Change Management Process
Change Management Strategy
Situational awareness
Supporting structure
Strategy analysis
What's next
Prepare for change
Define your change management strategy
Identifying Change Characteristics
Assessing the Organization
Creating a change management strategy
Next steps
Prepare your change management team
Acquiring resources
Assessing team competencies
Preparing the change management team
Develop your sponsorship model
Identifying sponsors and stakeholders
Assessing sponsor competencies
Preparing sponsors
Managing changes
Develop Change Management Plans
Communications Plan
Sponsor roadmap
Coaching plan
Resistance Management Plan
Training Plan
Take action and implement plans
Integrate
Implement
Track
Evaluate
Reinforcing change
Collect and analyze feedback
Listening to employees and gathering feedback
Auditing compliance
Analyzing change management effectiveness
Diagnose gaps and manage resistance
Identifying root causes and pockets of resistance
Developing corrective actions
Enabling sponsors and coaches
Implement corrective actions and celebrate successes
Implementing corrective actions
Celebrating early successes and reinforcing the change
Conducting after-action reviews
Transferring ownership
Toolkit
Change Characteristics Assessment
Change Characteristics Worksheet
Organizational Attributes Assessment
Change Management Strategy
Team Member Competency Assessment
Sponsor Interview Template
Sponsor-ADKAR-Assessment-v6
Primary Sponsor Assessment
Sponsor Assessment Table
Prosci-Sponsorship-Diagram
Communications Plan Template
Change Management Plan Template
Sample Template for Training Supervisors on Change Management
Sample Group Coaching Agenda
Sample Individual Coaching Plan
Communications Plan – Message Guidelines for Employees
Communications Plan – Message Guidelines for Executives
Communications Plan – Message Guidelines for Managers
Communication Plan Template
Sponsor Checklist (Design)
Sponsor Checklist (Implementation)
Sponsor Checklist (Planning and Startup)
Primary Sponsor Plan Template
Change Management Competency Assessment for Managers and Supervisors
Resistance Assessment Worksheet
Training Needs Assessment Template
Training Requirements Template
Change Management Manager
Employee Feedback Assessment
Feedback and Compliance Presentation Template
Corrective Action Plan Template
E-Learning
Concepts and principles in change management 100