Vision-to-action: templates for aligning vision, strategy and plan.
A change management strategy should be compelling and consistent with a vision of the future business environment, and the implications for the future state of the organization. The processes here aid clarity of thinking in this respect and define measurable targets for the change project or programme.
It also offers an opportunity to collaborate with employees across the organization so that vision and strategy of the future state of the organization is a collective one. The visioning activity shouldn't be undervalued as lightweight or unnecessary. At some point in the future, as the change programme progresses and we get into the nitty-gritty, you will be glad to have captured this reference point.
Business Case for Change
Develop Change Strategy
Change Governance Structure
Define Change Governance
Change Impact Assessment
Change Impact Assessment
Change Impact Heat Map
Change Impact Assessment
Change Management Strategy
Develop Change Strategy
Change Management Plan
Change Management Plan
Change Management Work Plan
Change Management Plan
Change Resource Estimate
Change Management Plan
Future State Definition
Define Future State
Future State Roadmap
Define Future State
Change leadership: templates to develop and support change leaders.
Change leadership is the ability of those who direct, plan, and guide the organization through changes in order to accomplish business goals.
This best practice area aids clarity of thinking in this respect and define measurable targets for the change project or programme.
The visible change leadership processes help executives to effectively lead change at various levels of the organization.
They help leaders to understand their roles and responsibilities and serve as role models for the desired behaviors in the workforce.
Successful change leaders create a shared vision for change, gain commitment to the change goals and lead their people through transformational change.
Engagement essentials: deliverables driving commitment.
Ensure the right message is delivered by the right people at the right time and using the most appropriate method.
Communication, as a central part of change management, has almost become something of a cliche.
Strip it all down to the bones, though, and we see identifying, communicating and ‘managing’ the commitment of key project stakeholders is a critical component to the success of any project.
The processes here aim to ensure the right message is delivered by the right people at the right time and using the most appropriate method.
Smart stakeholder engagement and communication makes clear what is happening, what is expected, how to get involved and can removes otherwise many unavoidable obstacles to change.
Change Agent Network Plan
Build Change Agent Network
Change Agent Roles and Responsibilities
Build Change Agent Network
Stakeholder Analysis & Map
Stakeholder Analysis
Stakeholder Communication Plan
Stakeholder Communication
Stakeholder Communication Roadmap
Stakeholder Communication
Stakeholder Communication Strategy
Stakeholder Communication
Stakeholder Communication Survey
Stakeholder Communication
Stakeholder Management Plan
Stakeholder Analysis
Unlocking potential: aligning performance with change.
Successful change typically involves changing the way people work, allowing for individual employees to adopt and 'own' the new process, technology and ways of working required to bring about the organizational change.
Training and knowledge management ensures that all workforces impacted by the change have the requisite knowledge, skills and abilities required to deliver the change. Significant change may require training to support the behavioral or product elements of the change.
In addition, for the program to deliver upon its objectives, it is essential that a consistent performance management process is in place that provides easily understood standards of performance and behavior to be achieved by the employees affected by the change.
Current Skills Assessment
Knowledge and Skill Assessment
Future Skills Requirements
Knowledge and Skill Assessment
Key Roles Inventory
Effective Talent Management
Performance Management Framework
Effective Performance Management
Performance Management Map
Effective Performance Management
Skills Development Plan
Knowledge and Skill Assessment
Skills Gap Analysis
Knowledge and Skill Assessment
Talent Management Plan
Effective Talent Management
Training and Knowledge Needs Analysis
Effective Training and Knowledge Management
Training and Knowledge Plan
Effective Training and Knowledge Management
Training and Knowledge Strategy
Effective Training and Knowledge Management
Workforce Transition Plan
Effective Talent Management
Shaping the organization: designing for change and cultivate culture.
All change initiatives have some implications for the architecture and culture of an organization.
Almost all change initiatives have some implication for the architecture of an organization, whether limited to reworking role descriptions following a process change or rolling out a whole new operating model to support the merger of two organizations.
This best practice area defines the implications of the change program for the organization structure, and aligns the organization to the future business processes. It is used as a framework in which specific roles, jobs and teams will be defined. It serves as a basis to define the transition approach to the new organization structure.
Culture is simply the expression of the values of an organization, ‘the way we do things around here’, and as such can be the great, intangible ‘something’ that tips the balance of project into success or failure.
Behavior Change Plan
Behavior Change Plan
Behavior Change Tracker
Behavior Change Plan
Culture Analysis Plan
Culture Change Analysis
Culture Assessment
Culture Change Analysis
Job Definitions
Prepare Organization Design
Job Descriptions
Prepare Organization Design
Job Gap Analysis
Prepare Organization Design
Organization Transition Plan
Implement Organization Design
Process-to-Role Map
Business Process Alignment
Role Descriptions
Business Process Alignment
Role-to-User Map
Business Process Alignment
Team Design
Prepare Organization Design
Metrics that matter: templates to measure change readiness.
Successful change programs focus - early and consistently - on metrics that matter.
Successful change programs – the ones that deliver tangible value – tend to focus, early and consistently, on metrics that matter.
The meaningful change measurement best practice area measures and track change progress to ensure the value described in the business case for change is being realized.
Value delivery is focused on post implementation of the cost reduction and capability improvement initiatives and ensure that business processes or procedures are being followed in the most effective and efficient manner to deliver the targeted benefits.