Managing yourself, managing change, managing time Pauline Kneale.
Change Management- The Systems and Tool for Managing Change
7
8/6/2019 Change Management- The Systems and Tool for Managing Change http://slidepdf.com/reader/full/change-management-the-systems-and-tool-for-managing-change 1/7 Change management - the systems and tools for managing change Scope of change management This tutorial provides a summary of each of the main areas for change management based on Prosci's research with more than 900 organizations in the last 7 years. The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include: • Change management process • Readiness assessments • Communication and communication planning • Coaching and manager training for change management • Training and employee training development • Sponsor activities and sponsor roadmaps • Resistance management • Data collection, feedback analysis and corrective action • Celebrating and recognizing success Change management process The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci's research of the most effective and commonly applied change, most change management processes contain the following three phases: Phase 1 - Preparing for change (Preparation, assessment and strategy development) Phase 2 - Managing change (Detailed planning and change management implementation) Phase 3 - Reinforcing change (Data gathering, corrective action and recognition) These phases result in the following approach as shown below in Figure 1.
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Transcript of Change Management- The Systems and Tool for Managing Change
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 17
Change management - the systems and tools for managing change
Scope of change management
This tutorial provides a summary of each of the main areas for change managementbased on Proscis research with more than 900 organizations in the last 7 years
The purpose of defining these change management areas is to ensure that there is acommon understanding among readers Tools or components of changemanagement include
bull Change management processbull Readiness assessmentsbull Communication and communication planningbull Coaching and manager training for change managementbull
Training and employee training developmentbull Sponsor activities and sponsor roadmapsbull Resistance managementbull Data collection feedback analysis and corrective actionbull Celebrating and recognizing success
Change management process
The change management process is the sequence of steps or activities that a change
management team or project leader would follow to apply change management to aproject or change Based on Proscis research of the most effective and commonlyapplied change most change management processes contain the following threephases
Phase 1 - Preparing for change (Preparation assessment and strategydevelopment)
Phase 2 - Managing change (Detailed planning and change managementimplementation)
Phase 3 - Reinforcing change (Data gathering corrective action and recognition)
These phases result in the following approach as shown below in Figure 1
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 27
Figure 1 - Change Management Process (the Change Management Toolkit and Change Management Pilot show you how to apply the process))
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 37
It is important to note what change management is and what change management isnot as defined by the majority of research participants
Change management is not a stand-alone process for designing a business solution
Change management is the processes tools and techniques for managing thepeople-side of change
Change management is not a process improvement method
Change management is a method for reducing and managing resistance to changewhen implementing process technology or organizational change
Change management is not a stand-alone technique for improving organizationalperformance
Change management is a necessary component for any organizational performanceimprovement process to succeed including programs like Six Sigma BusinessProcess Reengineering Total Quality Management Organizational DevelopmentRestructuring and continuous process improvement
Change management is about managing change to realize business results
Readiness assessments
Assessments are tools used by a change management team or project leader toassess the organizations readiness to change Readiness assessments can includeorganizational assessments culture and history assessments employeeassessments sponsor assessments and change assessments Each tool providesthe project team with insights into the challenges and opportunities they may faceduring the change process
bull Assess the scope of the change including How big is this change How manypeople are affected Is it a gradual or radical change
bull Assess the readiness of the organization impacted by the change includingWhat is the value- system and background of the impacted groups Howmuch change is already going on What type of resistance can be expected
bull Assess the strengths of your change management teambull Assess the change sponsors and take the first steps to enable them to
effectively lead the change process
Communication and communication planning
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 47
Many managers assume that if they communicate clearly with their employees their job is done However there are many reasons why employees may not hear or understand what their managers are saying the first time around In fact you mayhave heard that messages need to be repeated 6 to 7 times before they are
cemented into the minds of employees That is because each employeersquos readinessto hear depends on many factors Effective communicators carefully consider threecomponents the audience what is said and when it is said
For example the first step in managing change is building awareness around theneed for change and creating a desire among employees Therefore initialcommunications are typically designed to create awareness around the businessreasons for change and the risk of not changing Likewise at each step in theprocess communications should be designed to share the right messages at the righttime
Communication planning therefore begins with a careful analysis of the audienceskey messages and the timing for those messages The change management team or project leaders must design a communication plan that addresses the needs of front-line employees supervisors and executives Each audience has particular needs for information based on their role in the implementation of the change
Coaching and manager training for change management
Supervisors will play a key role in managing change Ultimately the direct supervisor has more influence over an employeersquos motivation to change than any other personat work Unfortunately supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance It is vital for the changemanagement team and executive sponsors to gain the support of supervisors and tobuild change leadership Individual change management activities should be used tohelp these supervisors through the change process
Once managers and supervisors are on board the change management team mustprepare a coaching strategy They will need to provide training for supervisorsincluding how to use individual change management tools with their employees
Training and training development
Training is the cornerstone for building knowledge about the change and the requiredskills Project team members will develop training requirements based on the skillsknowledge and behaviors necessary to implement the change These trainingrequirements will be the starting point for the training group or the project team todevelop training programs
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 57
Sponsor activities and sponsor roadmaps
Business leaders and executives play a critical sponsor role in change managementThe change management team must develop a plan for sponsor activities and help
key business leaders carry out these plans Sponsorship should be viewed as themost important success factor Avoid confusing the notion of sponsorship withsupport The CEO of the company may support your project but that is not the sameas sponsoring your initiative
Sponsorship involves active and visible participation by senior business leadersthroughout the process Unfortunately many executives do not know what thissponsorship looks like A change agents or project leaders role includes helpingsenior executives do the right things to sponsor the project
Resistance management
Resistance from employees and managers is normal Persistent resistance howevercan threaten a project The change management team needs to identify understandand manage resistance throughout the organization Resistance management is theprocesses and tools used by managers and executives with the support of the projectteam to manage employee resistance
Data collection feedback analysis and corrective action
Employee involvement is a necessary and integral part of managing changeManaging change is not a one way street Feedback from employees is a keyelement of the change management process Analysis and corrective action basedon this feedback provides a robust cycle for implementing change
Celebrating and recognizing success
Early successes and long-term wins must be recognized and celebrated Individualand group recognition is also a necessary component of change management inorder to cement and reinforce the change in the organization
The final step in the change management process is the after-action review It is atthis point that you can stand back from the entire program evaluate successes andfailures and identify process changes for the next project This is part of the ongoingcontinuous improvement of change management for your organization and ultimatelyleads to change competency
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 67
Summary
These eight elements comprise the areas or components of a change managementprogram Along with the change management process they create a system for
managing change Good project managers apply these components effectively toensure project success avoid the loss of valued employees and minimize thenegative impact of the change on productivity and a companys customers
Email this page to a friend
bull Reference 1 - Change Management Toolkit hardcopy methodology tool withUSB driveof templates guidelines checklists and assessments
bull Reference 2 - Change Management Pilot online methodology tool withdownloadable templates guidelines checklists and assessments
bull Reference 3 - Best Practices in Change Management 2005 benchmarking reportwith 411 participants from 59 countries
Resource guide
The resources in the table below will be the source of the upcoming tutorial seriesFor leaders and team members involved in managing a change project theseresources will provide an immediate understanding and tools
RESOURCE WHO IS IT FOR
Change Management Toolkit acomprehensive change managementprocess includes specific sections onsizing your change management effortcommunication planning training
development sponsor roadmaps andreinforcing change
Change leaders consultants and change management team members -get templates assessments guidelinesexamples and worksheets that help youimplement organizational change
management
Best Practices in Change Management 426companies share experiences inmanaging change and lessons on how tobuild great executive sponsorship Thereport makes it easy to learn changemanagement best practices and discover the mistakes to avoid leading change
Change leaders consultants and change management team members -learn what is working for others what isnot and what mistakes to avoid - includesteam and sponsor activity lists Includessuccess factors methodology role of topmanagement communications teamstructure and more
Change Management the People Side of
Change introductory guide to changeChange leaders executives and managers - learn the why how and
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 27
Figure 1 - Change Management Process (the Change Management Toolkit and Change Management Pilot show you how to apply the process))
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 37
It is important to note what change management is and what change management isnot as defined by the majority of research participants
Change management is not a stand-alone process for designing a business solution
Change management is the processes tools and techniques for managing thepeople-side of change
Change management is not a process improvement method
Change management is a method for reducing and managing resistance to changewhen implementing process technology or organizational change
Change management is not a stand-alone technique for improving organizationalperformance
Change management is a necessary component for any organizational performanceimprovement process to succeed including programs like Six Sigma BusinessProcess Reengineering Total Quality Management Organizational DevelopmentRestructuring and continuous process improvement
Change management is about managing change to realize business results
Readiness assessments
Assessments are tools used by a change management team or project leader toassess the organizations readiness to change Readiness assessments can includeorganizational assessments culture and history assessments employeeassessments sponsor assessments and change assessments Each tool providesthe project team with insights into the challenges and opportunities they may faceduring the change process
bull Assess the scope of the change including How big is this change How manypeople are affected Is it a gradual or radical change
bull Assess the readiness of the organization impacted by the change includingWhat is the value- system and background of the impacted groups Howmuch change is already going on What type of resistance can be expected
bull Assess the strengths of your change management teambull Assess the change sponsors and take the first steps to enable them to
effectively lead the change process
Communication and communication planning
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 47
Many managers assume that if they communicate clearly with their employees their job is done However there are many reasons why employees may not hear or understand what their managers are saying the first time around In fact you mayhave heard that messages need to be repeated 6 to 7 times before they are
cemented into the minds of employees That is because each employeersquos readinessto hear depends on many factors Effective communicators carefully consider threecomponents the audience what is said and when it is said
For example the first step in managing change is building awareness around theneed for change and creating a desire among employees Therefore initialcommunications are typically designed to create awareness around the businessreasons for change and the risk of not changing Likewise at each step in theprocess communications should be designed to share the right messages at the righttime
Communication planning therefore begins with a careful analysis of the audienceskey messages and the timing for those messages The change management team or project leaders must design a communication plan that addresses the needs of front-line employees supervisors and executives Each audience has particular needs for information based on their role in the implementation of the change
Coaching and manager training for change management
Supervisors will play a key role in managing change Ultimately the direct supervisor has more influence over an employeersquos motivation to change than any other personat work Unfortunately supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance It is vital for the changemanagement team and executive sponsors to gain the support of supervisors and tobuild change leadership Individual change management activities should be used tohelp these supervisors through the change process
Once managers and supervisors are on board the change management team mustprepare a coaching strategy They will need to provide training for supervisorsincluding how to use individual change management tools with their employees
Training and training development
Training is the cornerstone for building knowledge about the change and the requiredskills Project team members will develop training requirements based on the skillsknowledge and behaviors necessary to implement the change These trainingrequirements will be the starting point for the training group or the project team todevelop training programs
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 57
Sponsor activities and sponsor roadmaps
Business leaders and executives play a critical sponsor role in change managementThe change management team must develop a plan for sponsor activities and help
key business leaders carry out these plans Sponsorship should be viewed as themost important success factor Avoid confusing the notion of sponsorship withsupport The CEO of the company may support your project but that is not the sameas sponsoring your initiative
Sponsorship involves active and visible participation by senior business leadersthroughout the process Unfortunately many executives do not know what thissponsorship looks like A change agents or project leaders role includes helpingsenior executives do the right things to sponsor the project
Resistance management
Resistance from employees and managers is normal Persistent resistance howevercan threaten a project The change management team needs to identify understandand manage resistance throughout the organization Resistance management is theprocesses and tools used by managers and executives with the support of the projectteam to manage employee resistance
Data collection feedback analysis and corrective action
Employee involvement is a necessary and integral part of managing changeManaging change is not a one way street Feedback from employees is a keyelement of the change management process Analysis and corrective action basedon this feedback provides a robust cycle for implementing change
Celebrating and recognizing success
Early successes and long-term wins must be recognized and celebrated Individualand group recognition is also a necessary component of change management inorder to cement and reinforce the change in the organization
The final step in the change management process is the after-action review It is atthis point that you can stand back from the entire program evaluate successes andfailures and identify process changes for the next project This is part of the ongoingcontinuous improvement of change management for your organization and ultimatelyleads to change competency
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 67
Summary
These eight elements comprise the areas or components of a change managementprogram Along with the change management process they create a system for
managing change Good project managers apply these components effectively toensure project success avoid the loss of valued employees and minimize thenegative impact of the change on productivity and a companys customers
Email this page to a friend
bull Reference 1 - Change Management Toolkit hardcopy methodology tool withUSB driveof templates guidelines checklists and assessments
bull Reference 2 - Change Management Pilot online methodology tool withdownloadable templates guidelines checklists and assessments
bull Reference 3 - Best Practices in Change Management 2005 benchmarking reportwith 411 participants from 59 countries
Resource guide
The resources in the table below will be the source of the upcoming tutorial seriesFor leaders and team members involved in managing a change project theseresources will provide an immediate understanding and tools
RESOURCE WHO IS IT FOR
Change Management Toolkit acomprehensive change managementprocess includes specific sections onsizing your change management effortcommunication planning training
development sponsor roadmaps andreinforcing change
Change leaders consultants and change management team members -get templates assessments guidelinesexamples and worksheets that help youimplement organizational change
management
Best Practices in Change Management 426companies share experiences inmanaging change and lessons on how tobuild great executive sponsorship Thereport makes it easy to learn changemanagement best practices and discover the mistakes to avoid leading change
Change leaders consultants and change management team members -learn what is working for others what isnot and what mistakes to avoid - includesteam and sponsor activity lists Includessuccess factors methodology role of topmanagement communications teamstructure and more
Change Management the People Side of
Change introductory guide to changeChange leaders executives and managers - learn the why how and
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 37
It is important to note what change management is and what change management isnot as defined by the majority of research participants
Change management is not a stand-alone process for designing a business solution
Change management is the processes tools and techniques for managing thepeople-side of change
Change management is not a process improvement method
Change management is a method for reducing and managing resistance to changewhen implementing process technology or organizational change
Change management is not a stand-alone technique for improving organizationalperformance
Change management is a necessary component for any organizational performanceimprovement process to succeed including programs like Six Sigma BusinessProcess Reengineering Total Quality Management Organizational DevelopmentRestructuring and continuous process improvement
Change management is about managing change to realize business results
Readiness assessments
Assessments are tools used by a change management team or project leader toassess the organizations readiness to change Readiness assessments can includeorganizational assessments culture and history assessments employeeassessments sponsor assessments and change assessments Each tool providesthe project team with insights into the challenges and opportunities they may faceduring the change process
bull Assess the scope of the change including How big is this change How manypeople are affected Is it a gradual or radical change
bull Assess the readiness of the organization impacted by the change includingWhat is the value- system and background of the impacted groups Howmuch change is already going on What type of resistance can be expected
bull Assess the strengths of your change management teambull Assess the change sponsors and take the first steps to enable them to
effectively lead the change process
Communication and communication planning
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 47
Many managers assume that if they communicate clearly with their employees their job is done However there are many reasons why employees may not hear or understand what their managers are saying the first time around In fact you mayhave heard that messages need to be repeated 6 to 7 times before they are
cemented into the minds of employees That is because each employeersquos readinessto hear depends on many factors Effective communicators carefully consider threecomponents the audience what is said and when it is said
For example the first step in managing change is building awareness around theneed for change and creating a desire among employees Therefore initialcommunications are typically designed to create awareness around the businessreasons for change and the risk of not changing Likewise at each step in theprocess communications should be designed to share the right messages at the righttime
Communication planning therefore begins with a careful analysis of the audienceskey messages and the timing for those messages The change management team or project leaders must design a communication plan that addresses the needs of front-line employees supervisors and executives Each audience has particular needs for information based on their role in the implementation of the change
Coaching and manager training for change management
Supervisors will play a key role in managing change Ultimately the direct supervisor has more influence over an employeersquos motivation to change than any other personat work Unfortunately supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance It is vital for the changemanagement team and executive sponsors to gain the support of supervisors and tobuild change leadership Individual change management activities should be used tohelp these supervisors through the change process
Once managers and supervisors are on board the change management team mustprepare a coaching strategy They will need to provide training for supervisorsincluding how to use individual change management tools with their employees
Training and training development
Training is the cornerstone for building knowledge about the change and the requiredskills Project team members will develop training requirements based on the skillsknowledge and behaviors necessary to implement the change These trainingrequirements will be the starting point for the training group or the project team todevelop training programs
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 57
Sponsor activities and sponsor roadmaps
Business leaders and executives play a critical sponsor role in change managementThe change management team must develop a plan for sponsor activities and help
key business leaders carry out these plans Sponsorship should be viewed as themost important success factor Avoid confusing the notion of sponsorship withsupport The CEO of the company may support your project but that is not the sameas sponsoring your initiative
Sponsorship involves active and visible participation by senior business leadersthroughout the process Unfortunately many executives do not know what thissponsorship looks like A change agents or project leaders role includes helpingsenior executives do the right things to sponsor the project
Resistance management
Resistance from employees and managers is normal Persistent resistance howevercan threaten a project The change management team needs to identify understandand manage resistance throughout the organization Resistance management is theprocesses and tools used by managers and executives with the support of the projectteam to manage employee resistance
Data collection feedback analysis and corrective action
Employee involvement is a necessary and integral part of managing changeManaging change is not a one way street Feedback from employees is a keyelement of the change management process Analysis and corrective action basedon this feedback provides a robust cycle for implementing change
Celebrating and recognizing success
Early successes and long-term wins must be recognized and celebrated Individualand group recognition is also a necessary component of change management inorder to cement and reinforce the change in the organization
The final step in the change management process is the after-action review It is atthis point that you can stand back from the entire program evaluate successes andfailures and identify process changes for the next project This is part of the ongoingcontinuous improvement of change management for your organization and ultimatelyleads to change competency
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 67
Summary
These eight elements comprise the areas or components of a change managementprogram Along with the change management process they create a system for
managing change Good project managers apply these components effectively toensure project success avoid the loss of valued employees and minimize thenegative impact of the change on productivity and a companys customers
Email this page to a friend
bull Reference 1 - Change Management Toolkit hardcopy methodology tool withUSB driveof templates guidelines checklists and assessments
bull Reference 2 - Change Management Pilot online methodology tool withdownloadable templates guidelines checklists and assessments
bull Reference 3 - Best Practices in Change Management 2005 benchmarking reportwith 411 participants from 59 countries
Resource guide
The resources in the table below will be the source of the upcoming tutorial seriesFor leaders and team members involved in managing a change project theseresources will provide an immediate understanding and tools
RESOURCE WHO IS IT FOR
Change Management Toolkit acomprehensive change managementprocess includes specific sections onsizing your change management effortcommunication planning training
development sponsor roadmaps andreinforcing change
Change leaders consultants and change management team members -get templates assessments guidelinesexamples and worksheets that help youimplement organizational change
management
Best Practices in Change Management 426companies share experiences inmanaging change and lessons on how tobuild great executive sponsorship Thereport makes it easy to learn changemanagement best practices and discover the mistakes to avoid leading change
Change leaders consultants and change management team members -learn what is working for others what isnot and what mistakes to avoid - includesteam and sponsor activity lists Includessuccess factors methodology role of topmanagement communications teamstructure and more
Change Management the People Side of
Change introductory guide to changeChange leaders executives and managers - learn the why how and
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 47
Many managers assume that if they communicate clearly with their employees their job is done However there are many reasons why employees may not hear or understand what their managers are saying the first time around In fact you mayhave heard that messages need to be repeated 6 to 7 times before they are
cemented into the minds of employees That is because each employeersquos readinessto hear depends on many factors Effective communicators carefully consider threecomponents the audience what is said and when it is said
For example the first step in managing change is building awareness around theneed for change and creating a desire among employees Therefore initialcommunications are typically designed to create awareness around the businessreasons for change and the risk of not changing Likewise at each step in theprocess communications should be designed to share the right messages at the righttime
Communication planning therefore begins with a careful analysis of the audienceskey messages and the timing for those messages The change management team or project leaders must design a communication plan that addresses the needs of front-line employees supervisors and executives Each audience has particular needs for information based on their role in the implementation of the change
Coaching and manager training for change management
Supervisors will play a key role in managing change Ultimately the direct supervisor has more influence over an employeersquos motivation to change than any other personat work Unfortunately supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance It is vital for the changemanagement team and executive sponsors to gain the support of supervisors and tobuild change leadership Individual change management activities should be used tohelp these supervisors through the change process
Once managers and supervisors are on board the change management team mustprepare a coaching strategy They will need to provide training for supervisorsincluding how to use individual change management tools with their employees
Training and training development
Training is the cornerstone for building knowledge about the change and the requiredskills Project team members will develop training requirements based on the skillsknowledge and behaviors necessary to implement the change These trainingrequirements will be the starting point for the training group or the project team todevelop training programs
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 57
Sponsor activities and sponsor roadmaps
Business leaders and executives play a critical sponsor role in change managementThe change management team must develop a plan for sponsor activities and help
key business leaders carry out these plans Sponsorship should be viewed as themost important success factor Avoid confusing the notion of sponsorship withsupport The CEO of the company may support your project but that is not the sameas sponsoring your initiative
Sponsorship involves active and visible participation by senior business leadersthroughout the process Unfortunately many executives do not know what thissponsorship looks like A change agents or project leaders role includes helpingsenior executives do the right things to sponsor the project
Resistance management
Resistance from employees and managers is normal Persistent resistance howevercan threaten a project The change management team needs to identify understandand manage resistance throughout the organization Resistance management is theprocesses and tools used by managers and executives with the support of the projectteam to manage employee resistance
Data collection feedback analysis and corrective action
Employee involvement is a necessary and integral part of managing changeManaging change is not a one way street Feedback from employees is a keyelement of the change management process Analysis and corrective action basedon this feedback provides a robust cycle for implementing change
Celebrating and recognizing success
Early successes and long-term wins must be recognized and celebrated Individualand group recognition is also a necessary component of change management inorder to cement and reinforce the change in the organization
The final step in the change management process is the after-action review It is atthis point that you can stand back from the entire program evaluate successes andfailures and identify process changes for the next project This is part of the ongoingcontinuous improvement of change management for your organization and ultimatelyleads to change competency
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 67
Summary
These eight elements comprise the areas or components of a change managementprogram Along with the change management process they create a system for
managing change Good project managers apply these components effectively toensure project success avoid the loss of valued employees and minimize thenegative impact of the change on productivity and a companys customers
Email this page to a friend
bull Reference 1 - Change Management Toolkit hardcopy methodology tool withUSB driveof templates guidelines checklists and assessments
bull Reference 2 - Change Management Pilot online methodology tool withdownloadable templates guidelines checklists and assessments
bull Reference 3 - Best Practices in Change Management 2005 benchmarking reportwith 411 participants from 59 countries
Resource guide
The resources in the table below will be the source of the upcoming tutorial seriesFor leaders and team members involved in managing a change project theseresources will provide an immediate understanding and tools
RESOURCE WHO IS IT FOR
Change Management Toolkit acomprehensive change managementprocess includes specific sections onsizing your change management effortcommunication planning training
development sponsor roadmaps andreinforcing change
Change leaders consultants and change management team members -get templates assessments guidelinesexamples and worksheets that help youimplement organizational change
management
Best Practices in Change Management 426companies share experiences inmanaging change and lessons on how tobuild great executive sponsorship Thereport makes it easy to learn changemanagement best practices and discover the mistakes to avoid leading change
Change leaders consultants and change management team members -learn what is working for others what isnot and what mistakes to avoid - includesteam and sponsor activity lists Includessuccess factors methodology role of topmanagement communications teamstructure and more
Change Management the People Side of
Change introductory guide to changeChange leaders executives and managers - learn the why how and
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 57
Sponsor activities and sponsor roadmaps
Business leaders and executives play a critical sponsor role in change managementThe change management team must develop a plan for sponsor activities and help
key business leaders carry out these plans Sponsorship should be viewed as themost important success factor Avoid confusing the notion of sponsorship withsupport The CEO of the company may support your project but that is not the sameas sponsoring your initiative
Sponsorship involves active and visible participation by senior business leadersthroughout the process Unfortunately many executives do not know what thissponsorship looks like A change agents or project leaders role includes helpingsenior executives do the right things to sponsor the project
Resistance management
Resistance from employees and managers is normal Persistent resistance howevercan threaten a project The change management team needs to identify understandand manage resistance throughout the organization Resistance management is theprocesses and tools used by managers and executives with the support of the projectteam to manage employee resistance
Data collection feedback analysis and corrective action
Employee involvement is a necessary and integral part of managing changeManaging change is not a one way street Feedback from employees is a keyelement of the change management process Analysis and corrective action basedon this feedback provides a robust cycle for implementing change
Celebrating and recognizing success
Early successes and long-term wins must be recognized and celebrated Individualand group recognition is also a necessary component of change management inorder to cement and reinforce the change in the organization
The final step in the change management process is the after-action review It is atthis point that you can stand back from the entire program evaluate successes andfailures and identify process changes for the next project This is part of the ongoingcontinuous improvement of change management for your organization and ultimatelyleads to change competency
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 67
Summary
These eight elements comprise the areas or components of a change managementprogram Along with the change management process they create a system for
managing change Good project managers apply these components effectively toensure project success avoid the loss of valued employees and minimize thenegative impact of the change on productivity and a companys customers
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bull Reference 1 - Change Management Toolkit hardcopy methodology tool withUSB driveof templates guidelines checklists and assessments
bull Reference 2 - Change Management Pilot online methodology tool withdownloadable templates guidelines checklists and assessments
bull Reference 3 - Best Practices in Change Management 2005 benchmarking reportwith 411 participants from 59 countries
Resource guide
The resources in the table below will be the source of the upcoming tutorial seriesFor leaders and team members involved in managing a change project theseresources will provide an immediate understanding and tools
RESOURCE WHO IS IT FOR
Change Management Toolkit acomprehensive change managementprocess includes specific sections onsizing your change management effortcommunication planning training
development sponsor roadmaps andreinforcing change
Change leaders consultants and change management team members -get templates assessments guidelinesexamples and worksheets that help youimplement organizational change
management
Best Practices in Change Management 426companies share experiences inmanaging change and lessons on how tobuild great executive sponsorship Thereport makes it easy to learn changemanagement best practices and discover the mistakes to avoid leading change
Change leaders consultants and change management team members -learn what is working for others what isnot and what mistakes to avoid - includesteam and sponsor activity lists Includessuccess factors methodology role of topmanagement communications teamstructure and more
Change Management the People Side of
Change introductory guide to changeChange leaders executives and managers - learn the why how and
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 67
Summary
These eight elements comprise the areas or components of a change managementprogram Along with the change management process they create a system for
managing change Good project managers apply these components effectively toensure project success avoid the loss of valued employees and minimize thenegative impact of the change on productivity and a companys customers
Email this page to a friend
bull Reference 1 - Change Management Toolkit hardcopy methodology tool withUSB driveof templates guidelines checklists and assessments
bull Reference 2 - Change Management Pilot online methodology tool withdownloadable templates guidelines checklists and assessments
bull Reference 3 - Best Practices in Change Management 2005 benchmarking reportwith 411 participants from 59 countries
Resource guide
The resources in the table below will be the source of the upcoming tutorial seriesFor leaders and team members involved in managing a change project theseresources will provide an immediate understanding and tools
RESOURCE WHO IS IT FOR
Change Management Toolkit acomprehensive change managementprocess includes specific sections onsizing your change management effortcommunication planning training
development sponsor roadmaps andreinforcing change
Change leaders consultants and change management team members -get templates assessments guidelinesexamples and worksheets that help youimplement organizational change
management
Best Practices in Change Management 426companies share experiences inmanaging change and lessons on how tobuild great executive sponsorship Thereport makes it easy to learn changemanagement best practices and discover the mistakes to avoid leading change
Change leaders consultants and change management team members -learn what is working for others what isnot and what mistakes to avoid - includesteam and sponsor activity lists Includessuccess factors methodology role of topmanagement communications teamstructure and more
Change Management the People Side of
Change introductory guide to changeChange leaders executives and managers - learn the why how and
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
862019 Change Management- The Systems and Tool for Managing Change
httpslidepdfcomreaderfullchange-management-the-systems-and-tool-for-managing-change 77
management - an excellent primer andcatalyst for change leadership with bestpractices from Proscis latest research andcase studies
what of change management ChangeManagement is like a driving school for change agents This quick read includesthe ADKAR model and the Prosci changemanagement process
Change Management Guide for Managers
and Supervisors complete with team andindividual coaching activities bestpractices findings and frequently askedquestions
Managers and supervisors - a guidespecifically designed for managers andsupervisors dealing with change This toolis ideal for managers who are directlydealing with employees facing changeUse with the Employees Survival Guide toChange and the Change Management
Toolkit
Employees Survival Guide to Change ahandbook to help employees survive and
thrive during change
Employees facing change - answersfrequently asked questions and empowers
employees to be effective change agentswith the ADKAR model
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