SHARED CHANGE PURPOSE
Vision-to-action: tools to 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 key change management tools here are:
- Change Imperatives Diagnostic
- Future State Visions
- Future State Interview Guide
- RACI Matrix for Change Management
- Balanced Scorecard for Change management
- Change Best Practice Diagnostic
- Change Impact Analysis Worksheet
- Change Impact Interview Aid
- Change Impact Assessment Framework
- Change Dimensions Diagnostic
- Change Management Work Plan
These tools aid clarity of thinking and define measurable targets for the change project or program. 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 shared one.
Shared Change Purpose
Visible Change Leadership
VISIBLE CHANGE LEADERSHIP
Change leadership: tools 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.
The change leadership tools 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:
These tools help change leaders create a shared vision for change, gain commitment to the change goals and lead their people through transformational change
SMART ENGAGEMENT & COMMUNICATION
Engagement essentials: tools to drive commitment.
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 key change management temtoolsplates here are:
The tools 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.
Smart Engagement & Communication
Strong Individual Performance
STRONG INDIVIDUAL PERFORMANCE
Unlocking potential: aligning performance with change.
Successful change typically involves changing the way people work, allowing for individual employees to adopt and and ‘own’ the new process, technology and ways of working required to bring about the organizational change.
The key change management tools are:
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.
SUPPORTIVE ORGANIZATION & CULTURE
Shaping the organization: designing for change and cultivate culture.
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.
The key change management tools here are:
The tools here define the implications of the change program for the organization structure and aligns the organization to the future business processes.
Supportive Organization & Culture
Meaningful Change Measurement
MEANINGFUL CHANGE MEASUREMENT
Metrics that matter: tools to measure change readiness.
Successful change programs – the ones that deliver tangible value – tend to focus, early and consistently, on metrics that matter.
The key change management tools here are:
These tools measure 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
