Change Management Strategy Template Prosci
By outlining the initial characteristics of the change along with the threats and potential resistance, change practitioners successfully deploy their and themselves project team partners. Developing a major change management solution provides direction and purpose for many other change management activities. Each affects people and how they get the job done.
These are clearly different changes, and… each one requires change management to achieve success. Each has risks associated with individuals not getting involved or resisting the change. Every can is affected by slow acceptance and occasional use.
Change management approaches define the approach required to manage change because of the unique situation of the project. While each of these initiatives needs change management to be successful, the right amount and method of change management can vary. Outlining the “impacted groups” and how they will be affected allows for specific and tailor-made plans later in the change management process.
Below are the three phases of creating a solution for major change management. If you don’t have these elements, it can be very difficult to build and execute the customization plans you need for any successful project. Successful development management strategies include team structure, sponsorship model, unique manners and risk assessment.
The main sponsor is the one who authorizes and defends the change. The sponsorship coalition describes a leaders and managers who must be on board and actively involved in leading the change. They also participate in creating a coalition of sponsors throughout the company.
This person must be actively and visibly involved in the change throughout the project. Each sponsor coalition member has been given the responsibility to build the change using their respective audiences. As the sponsorship coalition emerge, choose leaders from the groups affected by the change.
After you identify this resistance, it is easy to plan special responses to overcome it before it starts. Note certain expected resistance points, depending on how each team relates to the change. Changes that are typically more dramatic and extend further within the company carry a high degree of risk.
The likelihood that the people portion of the change will not be managed in the specific project relates to the scale described in the change characteristics and organizational characteristics sections above. When developing a strategy, modification management documents the entire risk and certain risks. Likewise, organizations and groups with histories and cultures that resist change are at greater risk.
The strategy provides direction for informed decision making and brings your project or change to life, describing who And how it will affect the organization. Formulating the modification management solution is absolutely the first critical part of implementing a large-scale change management methodology. For example, the specific groups identified within the strategy should each be specifically addressed in the communication plan.
The change management solution contributes to the formulation of the five change plans recommended by change management guidelines. Steps to build and nurture the sponsorship coalition identified within the strategy fall within the ‘sponsorship roadmap’. Each of the subsequent change plans and actions is guided by a highly effective change management solution.