Change: Management

Change
Management
Your Company Name
Table Of Content
Identify The Change

Table of
Content Vision For Change
Change Management Agents
Change Management Framework
Resistance And Risk

Implementation Strategies
Cost Of Change
Feedback And Evaluation
2
Identify The Change
Types Of Change Management
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Organization Change
Readiness
Forces For Change
needs and capture your audience's attention. This slide is 100% editable. Adapt it to
your needs and capture your audience's
attention.
Gap Analysis
Vision For Change
This slide is 100% editable. Adapt it to
your This slide is 100% editable. Adapt it to your
needs and capture your audience's needs and capture your audience's attention.
attention.
3
Types Of Change Management
Description Used For Who Impacted
Management of the systemic › System implementations › IT professionals

changes associated with IT › Software upgrades
applications, architecture or › Other it changes
Systemic infrastructure
Management of score or schedule › All Projects › Project Core Team

change for a specific › Extended Team
Project
Planning & implementing the tools, › All Projects › Targeted employees or

processes, skills & principles for › Many System Implementations departments
managing the people side of › Most Software Upgrades › Ancillary Employees
change to achieve the required › Many other IT changes or
Organizational outcomes of a project or initiative › Company Restructuring Departments
› Mergers & Acquisitions › IT Professionals
› Introducing new channels, › Stakeholders
brands or business Models
4
Forces For Change
Knowledge Economy Option 1
Option 2
Digital Convergence
New Technology Mergers &

Acquisitions
Privatizations
Political-Legal Reasons
Social-culture Reasons
Electronic Commerce 5
Define Your Vision (Option 1 of 2)
Where you want to be
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
Where you are

› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
6
Define Your Vision (Option 2 Of 2)
Step 3
Step 2 Step 4
Step 1 Step 5
Are
Where You
Want To Be
Where You
› Your Text Here › Your Text Here

7
Gap Analysis
Actions to
Current State Future State Gap
close Gap
What should it look What will be done to

What What happen?
like?
What is different?
address the gap?
Where will it be
Where Where is the confusion? Where will it change? Where will it be different?
addressed?
When are the When will it be

When When is it done? When will it change?
differences addressed?
needed?
Who will identify & Who will make the

Who Who does the work? Who will do this?
validate the gap? decision & complete
it?
How will it be timed How will the gaps be

How How is it sequenced?
& resourced? improved?
How will it be rolled out?
8
Organization Change Readiness Checklist (1/2)
› Your Text Here Implementation › Your Text Here Implementation › Your Text Here
Deliverable › Your Text Here › Your Text Here › Your Text Here
Team Leader Sponsor
People Readiness Action Required When Completed

Business Unit / Product Group Actions
Have the business unit contacts been selected & notified?
Have the business unit contacts been briefed by the project team?
Has the priority for this project been set by the business unit
management team?
Training
Has the target training audience been identified and nominated?
Has a training needs analysis been carried out?
Is the training information sheet available?
has the training provider been established?
Has the training co-ordinator been provided with the training details
and put in place the necessary arrangements?
Will all field readliness criteria have been practically met prior to
training roll-out? 9
Organization Change Readiness Checklist (2/2)
Systems Readiness Action Required When Completed
Information & Communications Technology (ICT)
Is the auditing & metering tool configured?
Content
Have the approved procedures/policies been published?
Do the proposed users have access to appropriate

documentation?
Business application
Is there a software application relevant to this deliverable?
Is there a support model for this application and are the details
available for distribution?
Has the relevant IT business unit been notified of Installation

and support requirements?
10
Change Management Agents
Board Sponsors Leaders Team Members Stakeholders

11
Change Management Board
Secretary Finance Manager Service Level Manager
Change
Manage
r
(Chair)
Application Manager Problem Manager Business Case Release Manager

Representative
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
12
Change Management Sponsors
22% 78%
Stakeholder Leadership
Stakeholder 1 Sponsorship Leadership 1
Stakeholder 2 Leadership 2
13
Define Role Of Leadership In CM
Vision
35% This slide is 100% editable. Adapt it to your
33% needs and capture your audience's
attention.
Energizing People
needs and capture your audience's
attention.
19% Communication
attention.
Charisma
8% This slide is 100% editable. Adapt it to your
5% needs and capture your audience's
attention.
Competence
attention.
14
Define Role Of Team Members
Project Leaders
›Take Responsibility For Key Initiatives
›Coordinate Project Team
›Report To Business Unit GM And Change Office On Project Progress
Release Management Role

› Develop Leadership Change Management Capability
› Provide Ongoing Change Advice To Leaders
Process Co-ordination Role

› Coordinate Project Infrastructure & Integration
› Prioritize And Plan Overall Project Timeframes
Performance Management Role

›Take Responsibility For Key Initiatives
›Coordinate Project Team
›Report To Business Unit GM And Change Office On Project Progress
15
Role Of Key Stakeholders
Driving
This slide is 100%
editable. Adapt it to your needs and capture
your audience's attention.
Advocacy
This slide is
100% editable. Adapt it to your needs and capture
Active Participation
T
his slide is 100% editable. Adapt it to your needs and capture
Willingness
T
his slide is 100% editable. Adapt it to your needs and capture
Understanding
his slide is 100% editable. Adapt it to your needs and capture 16
Change Management Framework
Process Plan Tools Models

This slide is 100% editable. This slide is 100% editable. This slide is 100% This slide is 100% editable.
editable.
Adapt it to your needs and Adapt it to your needs and Adapt it to your needs and
Adapt it to your needs and
capture your audience's capture your audience's capture your audience's
capture your audience's
attention. attention. attention.
attention.
17
Change Management Process
Review By Change Implementation Sustain
Request Board
› Change request board reviews › Rollout changes › Maintain momentum
change request › Allocate resources › Apply methods for
› CRB selects the process › Communicate changes continuous improvement
map › Align system, structure
based on the change request & policies
› CRB routes the plan for
necessary approvals
Initiate Change Planning Review

Request
› Identify the change › Identify the impact › Evaluate the
& all the particulars of changes effectiveness of the
of the change › Anticipate and changes
mitigate the risks › Review the areas of
› Develop resistance and prepare
implementation & strategies to manage it
release strategies 18
Change Management Plan
Change
SR No Priority Impacts Effort Hours $ $ Total Approved
Request
#
Approved
1 Change Request # Priority Impacts Requirements 10 $100 $1000
By
Approved
2 Change Request # Priority Impacts Design 20 $200 $4000
By
Approved
3 Change Request # Priority Impacts Test 30 $300 $9000
By
Approved
4 Change Request # Priority Impacts Implementation 40 $400 $16000
By
Approved
By
Approved
6 Change Request # Priority Impacts Design 60 $600 $36000
By
Approved
7 Change Request # Priority Impacts Test 70 $700 $49000
By
Approved
8 Change Request # Priority Impacts Implementation 80 $800 $64000
By
Approved
By
19
Change Management Tools
Stakeholder Analysis
Identify stakeholder engagement levels for mutual solutions
Change Impact Assessment

Identify potential impact of change on the organization
Tools
Job Impact Assessment

Ascertain the impact of change on roles & people
Change Effectiveness Assessment

Determine the need to re-evaluate the current approaches to ensure sustainability of
change
Change Readiness Assessment

Diagnose AS-IS situation & evaluate the employees readiness towards the change
20
Change Management Models
Change The Johari
Curve Model Window
Bridges' Kotter's Eight

Transition Model Phases of Change
CM Models
Lewin's Three Stage The ADKAR
Change Model Change Model
Leavitt's The McKinsey 7S

Diamond Framework
The Burke-Litwin
Change Model 21
Lewin's Three Stage Change Model
KEY ACTIVITIES
Unfreezing Changing Refreezing
“Readiness to Change” “Implementation” “Making it Stick”

›Educate (everyone understands) › Praise › Set performance indicators
›Inform (what, why, when, how) › Encouragement › Monitor & evaluate
›Consult (seek views & ideas, allow › Recognition & empathy performances
thinking time, use others’ ideas ) › Coach › Establish systems to make it
› Plan (objectives, resources, time- › Train happen
scales, measures, budgets) › Lead › Establish controls to check it
› Organise (work plans) › Manage is
› Appoint (leaders, managers, › Help & guidance happening
teams) › Regular feedback › Rewards for new behaviour
› Provide adequate › Sanction (or lack of reward) for
resources old
behaviour
› A period of relative stability
(consolidate) 22
ADKAR Model
ADKAR MODEL
Post - Implementation Successful
Phases of a Change Project
Change
Implementation
Concept &
Design
Business Need
Awareness Desire Knowledge Ability Reinforcement
Phases of Change for Employees 23

Bridge Transition Model
Ending Transitions New Beginning
Uncertainty
Commitment
Skepticism Exploration
24
Szpekman's Communication Framework
Knowledge / Skill Emphasis
Communication › Competency Models
› Communication Plans › Hiring Processes
› Orientation Programs
› Print & Electronic Media
› Training & Development
› Face-to-Face Communication
› Feedback & Coaching
› Talent Planning
Leadership
› Vision & Strategy Measures
› Agenda Items › Performance Management
› Questions › 360 degree Feedback
› Praise › Employee Surveys
› Resources
› Assignments Managers › Performance Metrics & Benchmarks
› Symbolic Behavior
Structure /
Rewards
Process › Compensation Plans
› Organization Structure › Benefits
› Career Paths › Recognition Programs
› Policies & Procedures › Promotions
› Roles &
Responsibilities 25
› Tools & Support
Roger's Technology Adoption Curve
Innovators Early Adopters Early Majority Late Majority Laggards

26
Risk & Barriers
Risk Assessment
Resistance to Change
Resistance Management Plan
27
Risk Assessment
Date of risk Approval of Date of
Risk No. Brief Description of Risk Low Medium High Mitigation Action
occurring Commencement Commence
ment
Identify the risk and assess the significance and
likelihood of it occurring and plan the
contingency.
› What risks may occur upfront?
› Identify the key concepts that may arise along the
way
Identify the risk and assess the significance
and likelihood of it occurring and plan the
contingency.
› Identify the key concepts that may arise along
the
way
contingency.
› Identify the key concepts that may arise along
the
way

contingency.
› Identify the key concepts that may arise along 28
the
Risk Matrix
Consequences
1 2 3 4 5
Likelihood Insigni Mi Mod Maj Catast
ficant nor erate or rophic
A
Medium High High Very High Very High
Almost
Certain
B
Medium Medium High High Very High
Lik
ely
C
Low Medium High High High
Poss
ible
D
Low Low Medium Medium High
Unli
kely
E
Low Low Medium Medium High
Ra
re
Very High Risk Do Something to control the risk
High Risk Immediately
Key Medium Risk Do something about these risks
Low Risk Does not need immediate attention 29

Resistance Assessment Survey
Below is a list of potential areas for resistance that you maybe experiencing in the implementation of the SLM project. For each area indicate the degree to which you
agree or disagree by placing your response in the box from the following scale.
1 (Strongly disagree) 2 (Disagree) 3 (Neither agree or disagree) 4 (Agree) 5 (Strongly Agree)
Assess the across individually and highlight any scores that are greater than three. This area should then become your primary focus for the greatest resistance to your project.
Area of Resistance Description Rating

There maybe a lack of understanding of the purpose of the project.
1. Lack of understanding of the purpose and drives for the changes
There maybe lack of awareness of the need for the change to occur.
People support what they have helped to create. If they feel they have not had sufficient input, resistance usually
2. Feeling of losing control
increases.
If people perceive that key individuals or groups in their area are not genuinely supportive of the project, their
3. Lack of support from various levels in the organization
acceptance is difficult to secure.
4. Feel there is a real threat to my existing power, job security or Resistance is increased if people believe the change will result greater emotional or career costs relative to what they
personal and career goals may gain.
People may resist change if they do not possess the skills or the ability for optimal performance during and after the
5. Concerns about a lack of skills and knowledge
change.
Failure to acknowledge and if possible, minimise the impact of project teams activities and changes on people work
6.High level of impact on daily work patterns
patterns tends to promote distrust and allentation.
7. Lack of time to absorb the changes The ability of staff to assimilate the change and all its consequences must be assessed.
8. High level of uncertainty Sometimes just the uncertainties of the situation can make people react negatively.
9. Adverse changes to key working relationships Adversely affecting the way they relate to others or who they work with or who they report to.
People may distrust or dislike sponsors or change agents or have had negative experience around change a lack of
10. High level of past resentments and dislikes
acceptance and enthusiasm for the change will quickly materialise.
Change involves learning and learning usually involves errors. When people are not given the freedom to make
11. Lack of incentives and rewards mistakes while learning they become afraid.
30
People need to be rewarded for accomplishing the change in the form of something they truly value.
Resistance To Change (1/2)
Resistance to
Change
90%
Limitation Of
Existing 80%
System
Lack of
Executi
70%
ve Commitment
Lack of
Executi
60%
ve Champion
Unrealistic 50%
Expectatio
n
Lack Of Cross- 40%
Function Team
Inadequate Team & 30%

Users Skills
Technology users not 20%

Involved
Project Charter Too

Narrow
10%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 31

Resistance To Change (2/2)
Resistance to
Change 90%
Limitation Of
Existing 80%
System
Lack of
Executi 70%
ve Commitment
Lack of
Executi 60%
ve Champion
Unrealistic
Expectatio
50%
n
Lack Of Cross-
Function Team
40%
Inadequate Team &

Users Skills
30%
Technology users not

Involved 20%
Project Charter Too

Narrow 10%
Low Medium High 32

Resistance Management Plan
Key Areas of Resistance Actions to address Resistance Responsible Person
› Your Text Here › Your Text Here › Your Text Here




33
Implementation Strategies
Change Transition Plan
Communicating the Change
Change Management
Training Timeline for
Implementation
34
Milestone 2
Mar 7
Milestone 1
Jan 10 Milestone 3 Milestone 6
Milestone 5 Nov 30
Mar 14 Milestone 4
Jun 29 Oct 20
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Management
Owner Preparation
Jan 5 - Ma 1
ABC
r
Communi Feb 2 - Mar

cations Announceme 14
nt
Owner Mar 14 – May 2
ABC
May 25 – Oct
H.R Grievances 20
Owner 21 – Nov 15
ABC New Positions Oc
t
Staff
Relocation
Team 1
Owner 16 – Dec 20
ABC
No
IT v
Owner Telecoms/PC
ABC
35
2012
Jan Feb Mar
%
Duration
Tasks Start Com 02 09 16 23 30 06 13 20 27 05
(Days)
plet
e
Task 1 1/2/12 35 26% 26%
Sub Task
1.1
1/2/12 10 40% 40%
Sub Task
1.2
1/12/12 25 20% 20%
Task 2 1/2/12 66 88% 88%
Sub Task
2.1
1/2/12 30 100% 100%
Sub Task
2.2
2/1/12 25 80% 80%
Sub Task
2/27/12 10 70% 70%
2.3
Task 3 1/2/12 10 40% 40%
Sub
1/2/12 10 40% 40%
Task
3.1
36
Change Transition Curve
Integration &
New
meaning
Feelings of
Discovery
satisfaction
Blaming Self Learning
Shock
Denial Blaming
Sudden
others Feelings of optimism
Awarene
Hope
ss Renewed Energy
Panic Testing
Drea Experimentation
Performance
Numbness d
Acceptance
Depression Acknowledgement
Insecurity
TIME 37
Communication Plan (Option 1 Of 2)
Audience Key Messages Delivery Methods Date Length of Session Location

(if applicable)
Example:
Team Leaders
Senior Managers
Example: Project
Sender
Manager
Example:
Staff Users
Sender Example: Supervisor
38
Communication Plan (Option 2 Of 2)
Delivery Length of Session

Audience Key Messages Date Location
Method (if applicable)
s
Example:
Team Leaders
Senior Managers
Example: Project
Sender
Manager
Example:
Staff Users
Sender Example: Supervisor
39
Change Management Communication (1/2)
Communication Tools Matrix
Industry Corporation Groups Individuals

PR Team Surveys Team Soft Skills
work Development Training Soft Skills
Corporate Coaching
Newsletters Kick-off
Conflict
Client/ Mediation
Vendors CxO video Team coaching
Surveys
Marketing Team Town Hall Meetings Targeting
Job email&
Descriptions
Work Departmental Goals
Newsletters
Press Internal Webcasts Focus Groups
Releases
Client/Vendors C-Suite lead by example Technical Workshops Workgroup Newsletters

Workshops
Incentives
E-Learning On the job Training Hard Skills

Webcasts Mission Statement Technical Symposiums Off the job Training
40
Change Management Communication (Option 1 Of 2)
› Department Meetings
› One-o-one meetings
control of management
Channels under direct › Town Hall Meetings
Face-To Face › Brown Bag Lunches
Options › Training courses and workshops
› Emails
› Corporate Newsletters
› FAQs
Alternate › Internal Memos
Under Direct › Posters
Control Of › Intranet
Management
› Market Place Changes

Channels › Customer Inputs
Not Under
Direct Control Of
Management 41
Change Management Communication (Option 1 Of 2)
Channels Under Direct Control Of Management

v
Face-to Face Options Alternate under direct Channels not under direct
control of management control of management
› Department Meetings › Emails › Market Place Changes

› One-o-one meetings › Corporate Newsletters › Customer Inputs
› Town Hall Meetings › FAQs
› Brown Bag Lunches › Internal Memos
› Training courses and › Posters
workshops › Intranet
42
Change Management Training
Session Learning Length of Target Delivery

Objectives Facilitator
Module Outcome Training Audien Mode
s s Session ce
43
Change Management Timelines
Diagnose Design Develop Deliver

Define Future State Change Impact
Shared Assessment
April Change Purpose Define Change
Governance Change Management Plan
Develop
June Visible Change Leaders
Change Support Change Leaders
Leadership
Build Change
Smart Stakeholder Analysis
Network
Engagement &
July Communication Stakeholder Communication
Knowledge & Skill Effective Performance Management Effective

Strong Assessment Talent Management
Individual
September Performance
Effective Training & Knowledge
Culture Change Management
Analysis Behaviour Change Plan
Business Process
Supportive
December Organization & Culture
Alignment
Prepare organization Design Implement organization Design
Measure Change Progress

Meaningful
February Change Measurement Assess Change Readiness
44
Sustaining Momentum
Providing Resource For
Change
This slide is 100% editable. Adapt it
to your needs & capture your
audience's attention
Staying The Course Building A Support System

This slide is 100% For Change Agents
editable. Adapt it This slide is 100% editable. Adapt it
to your needs & capture your to your needs & capture your
audience's attention audience's attention
Reinforcing New Developing New Competencies

Behaviors & Skills
This slide is This slide is 100% editable. Adapt it
100% editable. Adapt it to your needs & capture your
to your needs & capture your audience's attention
audience's attention
45
Cost
of
Change
Managem
ent
46
Change Management Cost
1st Quarter 2nd Quarter 3rd Quarter 4th Quarter
Task Name Cost
Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Top Down $80,0

Plan 00
Strategy $15,0
00
Change
Readiness
Assessment $20,0
00
Execute
Change
$20,0
00
Long Term
Sustainment
47
$20,0
Feedback & Evaluation
Change Management Feedback
Change Management Experience
Change Management Performance Dashboard
Timeline For Implementation
Sustaining The Momentum
48
Change Management Questionnaire / Feedback
Descriptor Comments/Feedback
What were the key objectives of the change?
What was achieved once the change was implemented?
What has enabled you to sustain the change?

Did you effectively plan the change?
Would you do anything differently next time during the planning
stage?
Did you communicate with the right people at the right time in the
right way?
Would you use different communication strategies in the future?
What worked well with the change process?

What would you do differently next time?
What were the key lessons learned?
49
Results
Strongly Agree Agree Disagree Strongly Disagree
90
80 82% 78%
68% 66%
70
62% 60%
60 57%
50
41%
40
32% 31% 31%
30 23% 25%
20 15% 18%
10 9%
2% 1% 1% 1%
0
Effective Strong Sense of Strong Employee Commitment to Speed of Delivery Understanding of

Leadership shared purpose one Custom Involvement and Learning & Balanced with the Impact of the
at that is Inspiring and er Support for Change Effective Organization on
all Levels Engaging Focus Change Governance Society
50
Change Management Experience
Overall Effectiveness of Change Management Program
96%
77%
Excellent
(n=165)
46% Good (n=834)
Fair (n=653)
16%
Po
or (n=244)
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
51
Change Management Performance Dashboard
0 20 40 60 80 100 Changes By Priority
Change Management
Dashboard for Apr 09
40
Change Management Score
%Change
Implemented within Target
27
24
40 50 60 40 50 60 40 50 60
30 70 30 70 30 70
20 80 20 80 20 80
10 90 10 90 10 90
6
0 100 0 100 0 100
Average Change Average Cost
%Changes Failed Critical High Low Medium None
Implementation Per Change
Time
40 50 60 40 50 60 40 50 60
30 70 30 70 30 70
20 80 20 80 20 80
10 90 10 90 10 90 95%
0 100 0 100 0 100
%Emergency Changes %High Risk Changes %Change Rejected Emergency
40 50 60 40 50 60 40 50 60 abc
30 70 30 70 30 70
20 80 20 80 20 80
10 90 10 90 10 90
5%
0 1 0 1 0 1
00 00 00 52
Change Management Icon Slide
53
Change Management Icon Slide
54
Coffee Break
55
Charts & Graphs
56
› Product 01 › Product 02
10
Line Chart
8
Expenditure In ($ Billions)
6
6
5
4
4 3.5
3
2.5
2 2
3.4
1.5 2.8
2.4
1 1.9 2
1.6
0.8 1
0.5
0
2009 2010 2011 2012 2013 2014 2015 2016 2017
Years
This graph/chart is linked to excel, and changes automatically
based on data. Just left click on it and select “Edit Data”.
57
Line Chart
› Product 01 › Product 02 92%
100
80%
90
Profit (In Thousands)
80
70
60
50
40
30
20
10
0
JAN FEB MAR APR MAY JUN JULY AUG SEP OCT NOV DEC
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 58
Close › Product 01 › Product 02
Stock Chart High
160 70
140 60
120
50
100
Vol 40
ume
8 30
0 20
60
10
Low 40
0 0
Open 20 FY '14 FY '15 FY '16 FY '17 FY '18
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
59
100% › Product 01 › Product 02
100
90
Sales In Percentage(%)
80
70
60
50
40
30
20
10
0
FY '12 FY '13 FY '14 FY '15 FY '16 FY '17 FY '18
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit
Data”.
Line Chart 60
Additional Slides
61
Our Mission
This slide is 100% editable. Adapt it to your needs

and capture your audience's attention.


62
Our Team
Name Here Name Here Name Here Name Here

Designation Designation Designation Designation
This slide is 100% This slide is 100% This slide is 100% This slide is 100%
editable. Adapt editable. Adapt editable. Adapt editable. Adapt
it to your needs and capture your it to your needs and capture your it to your needs and capture your it to your needs and capture your
audience's attention. audience's attention. audience's attention. audience's attention.
63
Creative Design
01 This slide is 100% editable. Adapt it to your needs
and
capture your audience's attention.
About Our
Customer Care
Company 02 This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Expand Company
03 This slide is 100% editable. Adapt it to your needs and
64
Quotes
“ The value of “ I’m

Conservati
an
ve, but
Idea Lies In the
I’m not a nut
using of it.”
about it.”
- Thomas Edison - George .W. Bush
This is a representative image, and should be replaced by your own image. Just right click and replace image.
65
Financial
$ 30
$ 10 $ 60
This is a representative image, This is a representative image, This is a representative image,

and should be replaced by your and should be replaced by your and should be replaced by your
own image. Just right click and own image. Just right click and own image. Just right click and
replace image. replace image. replace image.
66
Comparison
1,230,000,000
USERS
12:51 MINUTES/DAY
AVG.TIME SPENT ON TWITTER
645,750,000
USERS
18 MINUTES/DAY
AVG.TIME SPENT ON FACEBOOK

needs and capture your audience's attention. 67
Our Goal
This slide is 100% editable. Adapt

it to your needs and capture your
audience's attention.


68
Puzzle
This slide is 100% editable. Adapt it to This slide is 100% editable. Adapt it to
your needs and capture your audience's your needs and capture your audience's
attention. attention.
01 02
04 03
This slide is 100% editable. Adapt it to This slide is 100% editable. Adapt it to
your needs and capture your audience's your needs and capture your audience's
attention. attention.
69
Venn 02
This slide is 100% editable. Adapt it to your needs and
01


04 03
70
Target
Target 01 Target02 Target03
This slide is 100% editable. This slide is 100% editable. This slide is 100% editable.
Adapt it to your needs and Adapt it to your needs and Adapt it to your needs and
capture your audience's capture your audience's capture your audience's
attention. attention. attention.
71
Mind Map
This slide is 100% editable. This slide is 100% editable. Adapt it

Adapt it to your needs and to your needs and capture your
capture
This slide is 100% editable. This slide is 100% editable. Adapt

Adapt it to your needs and it to your needs and capture your
capture
This slide is 100% editable. This slide is 100% editable. Adapt it

Adapt it to your needs and to your needs and capture your
capture
72
Bulb Or Idea
This slide is 100% This slide is 100% editable.

editable.
Adapt it to your needs and capture your
capture your
This slide is 100% editable.

This slide is 100% Adapt it to your needs and capture your
editable. audience's attention.
capture your
73
Thank
You
Address Contact Numbers: Email Address:
# street number, city, state 0123456789 emailaddress123@gmail.com
74

Change: Management

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Change: Management

Uploaded by

Copyright:

Available Formats

Change

Identify The Change

Change Management Agents

Change Management Framework

Resistance And Risk

Feedback And Evaluation

Description Used For Who Impacted

Management of the systemic › System implementations › IT professionals

Management of score or schedule › All Projects › Project Core Team

Planning & implementing the tools, › All Projects › Targeted employees or

New Technology Mergers &

Where you are

› Your Text Here › Your Text Here

What should it look What will be done to

When are the When will it be

Who will identify & Who will make the

How will it be timed How will the gaps be

People Readiness Action Required When Completed

Has a training needs analysis been carried out?

Is the training information sheet available?

has the training provider been established?

Systems Readiness Action Required When Completed

Information & Communications Technology (ICT)

Is the auditing & metering tool configured?

Have the approved procedures/policies been published?

Do the proposed users have access to appropriate

Is there a software application relevant to this deliverable?

Has the relevant IT business unit been notified of Installation

Board Sponsors Leaders Team Members Stakeholders

Application Manager Problem Manager Business Case Release Manager

Stakeholder 1 Sponsorship Leadership 1

Release Management Role

Process Co-ordination Role

Performance Management Role

Process Plan Tools Models

Initiate Change Planning Review

Change Impact Assessment

Job Impact Assessment

Change Effectiveness Assessment

Change Readiness Assessment

Bridges' Kotter's Eight

Leavitt's The McKinsey 7S

Unfreezing Changing Refreezing

“Readiness to Change” “Implementation” “Making it Stick”

Awareness Desire Knowledge Ability Reinforcement

Phases of Change for Employees 23

Innovators Early Adopters Early Majority Late Majority Laggards

Resistance Management Plan

Identify the risk and assess the significance

Low Risk Does not need immediate attention 29

1 (Strongly disagree) 2 (Disagree) 3 (Neither agree or disagree) 4 (Agree) 5 (Strongly Agree)

Area of Resistance Description Rating

Inadequate Team & 30%

Technology users not 20%

Project Charter Too

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 31

Inadequate Team &

Technology users not

Project Charter Too

Low Medium High 32

Key Areas of Resistance Actions to address Resistance Responsible Person

› Your Text Here › Your Text Here › Your Text Here

› Your Text Here › Your Text Here › Your Text Here