Professional Documents
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Change Management Complete
Change Management Complete
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Management of changes
System implementations, software upgrades,
associated with IT applications, architecture, or IT professionals
and other IT changes
infrastructure
Project
Communications
Change Management Communications
Face-to-face options
с
Under direct Not under direct mgmt
mgmt control control
Step 2 Step 3
After step one, we now After step two, it is very
need to plan these changes important that we plan for
step three
Step 1 Step 4
To begin with, here are With a successful
the changes we need to implementation, we now
implement need to maintain
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Change Management Strategy
1 2 3
5 4
Gap Analysis
Technological changes
New technological influxes are continually changing our jobs and
organization. Faster, cheaper, and more handheld devices.
External
Economic shocks
Recent rise and fall of the global housing market, recovering from financial
sector collapse, and combating global recession.
Our competition
Our competitors are now as likely to come from across the ocean as from
across town. Ex: increased government regulation.
Recruiting impediments
Internal
с
Assess the across individually and Lack of understanding of the purposes There maybe a lack of understanding of the purpose of the project.
3
highlight any scores that are greater of the changes There maybe lack of awareness of the need for the change to occur.
than three. This area should then
Lack of support from various levels in If people perceive that key individuals or groups in their area are not genuinely supportive of
become your primary focus for the 5
the organization the project, their acceptance is difficult to secure.
greatest resistance to your project.
Feel there is a real threat to my existing
Resistance is increased if people believe the change will result greater emotional or career
power, job security or personal and 2
costs relative to what they may gain.
career goals
1 = strongly disagree
Concerns about a lack People may resist change if they do not possess the skills or the ability for optimal
2
2 = disagree of skills and knowledge performance during and after the change.
High level of impact Failure to acknowledge and if possible, minimise the impact of project teams activities and
3 = neither agree/disagree on daily work patterns changes on people work patterns tends to promote distrust and alienation.
1
Adverse changes to key Adversely affecting the way they relate to others or who they work with or who they report
4 = agree 4
working relationships to.
5 = strongly agree Change involves learning and learning usually involves errors. When people are not given
Lack of incentives & rewards the freedom to make mistakes while learning they become afraid. People need to be 3
rewarded for accomplishing the change in the form of something they truly value.
Change Management Timeline
Head Organizational
Communications Human Resources Role
Head Development
Role
• Corporate management • Coordinate overall change • Provide clear • Provide expert HR advice on
• Key project accountability and program communication to all key personal transitions and
ownership • Develop clear change strategies stakeholders on change support
• Report to CEO on project for change related issues • Provide change office &
outcomes/success • Responsible and for • Develop 2-way project based HR
• overall success communication channels to infrastructure
• Develop individual and team foster ongoing change
change capability
Current Contributing Activities
4 3 2 1 1 2 3 4
Decision:
Reduced training time Upgrade with new Environmental impact
equipment
Cost
Restraining Forces
-15% Loss of staff overtime
-22% Staff fearful of new technology
-12% Environmental impact
-27% Cost
-10% Disruption
Driving Forces
Customers want new products 40%
Productivity
Commitment
Uncertainty
Exploration
Skepticism
Time
Phases of Change
Phases of Change
01 02 03 04 05 06 07 08
Phases of Change
Create a guiding Communicate the vision Generate short-term Incorporate change into
coalition for buy-in wins culture
01 02 03 04 05 06 07 08
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 training coordinator been provided with the training details and put in
place the necessary arrangements?
Will all field readiness criteria have been practically met prior to training roll-out?
Change Readiness Checklist (Cont.)
Content
Business application
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?
Change Management Plan
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
5 Change Request # Priority Impacts Requirements 50 $500 $25000
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
9 Change Request # Priority Impacts Requirements 90 $900 $81000
By
Change Transition Plan
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Management
Preparation
Announcement
Comms
Planning
Human Grievances
Resources
New Positions
Staff
Relocation Team 1
Information
Technology Team 2
Change Transition Plan
Q2 Q3 Q4
Task Start Days % Apr May Jun Jul Aug Sep Oct Nov Dec Jan
Task Name Cost Quarter One Quarter Two Quarter Three Quarter Four
Top down
$80,000 75%
plan
Change readiness
assessment
$20,000 40%
Change
$20,000 60%
execution
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?
50
45
40
35
30
25
20
15
10
0
Effective leadership at Strong Sense of shared Strong focus on Employee involvement and Commitment to Speed of delivery and Understanding of impact
all levels purpose customers support learning effective governance on society