High Performance Teams

OCM MoSCoW Analysis

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OCM Skills and Experience

MUST HAVE
Critical requirements that are essential for high
performance team success. These are non-negotiable and
must be included in the final outcome.

SHOULD HAVE
Important requirements that add significant value but are
not critical for the success of a high-performance team.

COULD HAVE
Desirable requirements that are not essential and have a
lower priority for a high-performance team.

WON'T HAVE
Requirements that are agreed upon as the least critical for
a high-performance team.

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 High Performance Teams

Organisational Change Manager Skills and Experience

• An effective Organizational Change Manager must have

the ability to lead and inspire teams, guiding them
through the transformation process.

• Clear and persuasive comms skills are vital to convey

the vision and benefits of change to all stakeholders.

• Deep knowledge and experience in change

management methodologies and tools are crucial for
planning and executing successful change initiatives.

• The ability to identify and engage stakeholders at all

levels is vital for buy-in and support for the change.

• Strong analytical and problem-solving abilities are

necessary to anticipate, identify, and resolve issues that
may arise during the change process.

• High emotional intelligence helps in understanding and

managing the emotions of individuals affected by the

• Knowledge of PM principles can aid in planning,

executing, and monitoring change initiatives effectively.

• The ability to adapt to changing circumstances is

important to keep the change process on track.

• Proficiency in resolving conflicts helps maintain a

positive and productive work environment during times

• Understanding the business’s overall strategy can help

align the change initiatives with organizational goals.

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Organisational Change Manager Skills and Experience

• The ability to coach and mentor others can help develop

change champions within the organization.

• Creativity and innovation can lead to new solutions and

approaches in managing change.

• Building a network of contacts can provide additional

resources and support during the change process.

• Expertise in training can ensure that employees have

the skills and knowledge to adapt to the change.

• An understanding of different cultures within the firm

can help tailor change initiatives to be more effective.

• • An OCM specialist should not be resistant to change

themselves, as this undermines their credibility.

• Overly controlling behaviour can stifle initiative and

creativity among team members.

• Focusing too narrowly on specific aspects of the change

without considering the bigger picture can lead to
suboptimal outcomes.

• Inflexibility in approach and thinking can hinder the

ability to adapt to new challenges and opportunities.

• An inability to empathize with those affected by the

change can create resistance and reduce effectiveness.

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Organisational Change Excellence

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 Organisational Change Excellence

Contents

COPYRIGHT
DEDICATION
CONTENTS
PREFACE
INTRODUCTION
INTRODUCTION: UNDERSTANDING CHANGE
THE ONE PAGE PLAN PROCESS
THE ONE PAGE PLAN WORKSHOP
STEP 1. INITIAL PRESENTATION
STEP 2. SWOT ANALYSIS
STEP 3. IDENTIFY FOCUS AREAS
STEP 4. IDENTIFY ACTIONS
STEP 5. CREATE & CIRCULATE PLAN
STEP 6. DEVELOP ACTIONS
STEP 7. FINAL PRESENTATION TO LEADERSHIP
STEP 8. ASSIGN ROLES & RESPONSIBILITIES
STEP 9. MOTIVATING EMPLOYEES
STEP 10. BEST PRACTICES
ACKNOWLEDGEMENTS
3 MAGIC CONSULTING
ABOUT THE AUTHOR

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Introduction: Vision and Strategy Development

VISION AND STRATEGY DEVELOPMENT

Crafting a clear and compelling change vision is crucial for

guiding organisational transformation.

A well-defined vision provides direction, aligns

stakeholders, and inspires commitment. It should articulate
the desired future state, explain the purpose of the change,
and convey benefits. This vision serves as a foundation for
strategic planning and effective communication.

ENGAGING STAKEHOLDERS IN THE VISION

Engaging stakeholders in the vision creation process

ensures buy-in and support. Involving key individuals early
fosters a sense of ownership and alignment with the
change goals.

Collaborative workshops, feedback sessions, and

transparent communication help in refining the vision,
making it resonate with everyone involved, thereby
enhancing the likelihood of successful implementation.

ALIGNING STRATEGY WITH VISION

Aligning strategy with the change vision translates

aspirations into actionable plans. This involves setting clear
objectives, defining key initiatives, and establishing
measurable milestones.

A strategic roadmap guided by the vision ensures that

every action taken contributes to the overarching goals.
Regular reviews and adjustments keep the strategy aligned
with evolving circumstances and progress.

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 Organisational Change Excellence

The One Page Plan Process

INTRODUCTION
The One Page Plan process is designed to streamline the
strategic planning process through a focused, interactive
workshop.
The process provides a holistic overview of goals, success
factors, and expected outcomes, all distilled into a single,
actionable plan with actions, milestones and accountabilities.

WORKSHOP OVERVIEW
• Interactive Onsite Workshop: Engage with key
stakeholders in a collaborative setting to identify and align
on your goals.
• Goal Identification: Define clear, measurable goals that
align with your firm’s strategic vision.
• Success Factors and Outcomes: Determine the critical
success factors and outcomes to ensure accountability
and track progress.
• Concise One Page Plan: Develop a detailed, yet concise,
plan that assigns accountabilities, deliverables & timelines.

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STEP 2. SWOT Analysis

INTRODUCING THE SWOT ANALYSIS
“Welcome to the SWOT Analysis session.
Today, we’ll explore our organization’s strengths,
weaknesses, opportunities, and threats. This exercise will
help us understand our current position and identify areas for
strategic focus.
Let’s start by discussing our internal strengths.
• What do we do well?
• What resources and capabilities give us an edge?
• Please share your thoughts, and let’s document them on
the board.”
By following these guidelines and focusing on these key
actions, the Interactive SWOT Analysis will effectively set the
stage for the rest of the One Page Plan Workshop, ensuring
all participants are aligned and ready to contribute.

TIPS FOR A SUCCESSFUL SWOT ANALYSIS

• Be Inclusive: Ensure all participants have the opportunity

to share their perspectives.

• Stay Objective: Focus on factual information and avoid

personal biases.

• Encourage Creativity: Allow participants to think outside

the box when identifying opportunities and threats.

• Use Visual Aids: Utilize charts and diagrams to visually

represent the SWOT elements.

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3. Identify Focus Areas

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4. Identify Actions
WORKSTREAM MoSCoW SHEETS

1. IMPROVED COMMUNICATION 4. INCREASED INNOVATION

2. ENHANCED EMPLOYEE TRAINING 5. HIGHER EMPLOYEE MORALE

3. MODERNIZED SYSTEMS 6. OPTIMIZED RESOURCE ALLOCATION

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4. Identify Actions
WORKSTREAM 1: IMPROVED COMMUNICATION

• Implement a unified platform for all internal comms.

• Schedule regular updates from leadership.
• Establish clear channels for staff feedback.
• Provide training on new communication tools.
• Create policies to ensure transparency.

• Implement monthly cross-departmental meetings.

• Conduct regular communication audits.
• Develop a crisis communication plan.
• Regularly survey employees on communication impact.
• Provide support for multi-language communication.

• Enable mobile access to communication tools.

• Integrate internal comms with social media platforms.
• Host virtual events for better engagement.
• Create informal comms channels like chat groups.
• Publish a regular internal newsletter.

• Avoid reverting to paper-based communication.

• Avoid using too many different communication tools.
• Avoid irregular updates that lead to confusion.
• Do not ignore employee feedback.
• Avoid one-way communication methods.

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7. Final Presentation to Leadership

EXAMPLE ONE PAGE PLAN FOR ORGANISATIONAL CHANGE EXCELLENCE

• The Organisational Change program's workstreams (subprojects) are all listed in the
one-page master plan, which also specifies the changes that must be implemented
and when.
• Each workstream has specific goals, accountabilities, timelines, and financial
constraints. It is crucial to include all workstreams, functional areas, individuals,
systems, and processes that will be impacted or involved in the Change program.

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3 Magic Consulting

Engage With Me
I am the original creator of the One Plan Workshops and if you are you ready to
streamline your team’s strategy? You are welcome to contact me today to learn how our
workshops can drive your success? Connect with me to explore how my bespoke
workshops can resolve your team, departmental or organisational challenges.

Let’s transform your personal goals and your team visions into tangible successes! One
Page Plan international workshops are available based on daily rate and travel expenses.

As an Author
As an author, I am deeply immersed in exploring the nuances of professional and
personal growth. I've penned the One Page Magic® series with over 60 publications
distilling leadership and transformation best practices. Published Books:
Amazon.co.uk/ken martin

Career Highlights
Former C-level executive with a track record at global firms including American Express,
Apple, Microsoft, and Coopers & Lybrand.

Consultancy

As a consultant and advisor for major clients like Symantec and Astro Broadcasting, I've
turned strategic visions into measurable successes.

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 Ken Martin

About the Author

Ken Martin

And then organisations are surprised why so

After an extensive successful career
many of the programs and projects fail to deliver
working for some of the best
any business benefits. So I decided to author
organisations in the world in various
and to create several Best Practice Books
countries, I was disheartened to see
based on my 𝐎𝐧𝐞 𝐏𝐚𝐠𝐞 𝐌𝐚𝐠𝐢𝐜TM format on
how many times programs and projects
failed from not paying heed to lessons topics such as PMO, Project Management &
learned and best practices. Even today, Business Transformation for leaders to learn
how many current programs are being from other's experience for project success.
executed without proper assessment,
planning or organisational change
management.

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