Change Management Checklist

Innatos - Change Management Checklist - bannerr

Change Management Checklist. There are many reasons why your organization may need to go through a change process – generally out of some sort of necessity. It might be for financial reasons, because of regulatory framework changes, because of a merger or acquisition, or because you need to change direction as a business to remain competitive, viable, and solvent.

 

Change can be difficult. There’s no quick fix solution. You can’t wave a magic wand and have everything transform into something new easily.

 

Change is a process that needs a lot of hard work, planning, dedication, and commitment to carry out. In fact, many businesses get it wrong – some 70 percent of change initiatives globally fail every single year.

 

The following processes and systems should be followed to successfully bring about change in your organization:

 

Planning:

 

  • Innatos - personaEstablish a project team with governance and other structures.
  • What is the outcome you would like to achieve? How will you get to this point? Establish your key deliverables as well as terms of reference.
  • Create a business case for the changes you would like to make.
  • Select a proven change management methodology that will help you to bring about change in your organization.
  • Clearly set out your plan in an easy-to-follow format.
  • Determine if there are any obstacles that could prevent you from achieving your goals and if appropriate devise mitigation strategies.
  • Determine if there are any risks and create mitigation strategies
  • Ensure that you have the resources necessary to implement your plan.
  • Determine if there are any costs involved and if so, dedicate time to planning a budget.
  • Identify who is going to be affected by the change – map your stakeholders.
  • Seek ways to involve those affected by the change.
  • Assign responsibilities to relevant staff members.
  • Set timelines.

 

Leadership

 

  • Ensure that all members of your organization’s leadership team thoroughly understand the goals and objectives of organizational change and can talk to employees about it.
  • Identify “sponsors” or “champions” of change who can help to lead initiatives and be the public face of your change campaign.
  • Develop your sponsors’ and champions’ understanding of roles and responsibilities as well as the change initiative
  • Ensure your sponsors and champions are able to deliver your key messages and communicate effectively
  • Set clear expectations of your managers about the role they will play in the success or failure of your change campaign.
  • Middle managers can help to play a crucial role in identifying and managing any resistance to change among the staff they supervise – they will need coaching to help them with this role.

 

Innatos - CRM software will reduce costs in your business - personaCommunication, Change Management Checklist

 

  • Develop a communication plan
  • Identify the key messages about your change initiative and the process
  • Identify audience groups
  • Create appropriate information resources in different formats, and for different audiences if appropriate
  • Determine the communication channels that you are going to use
  • Identify who the appropriate sender of any communications should be (eg: CEO, supervisors, project sponsor, other?)
  • Determine the frequency of communication
  • Assign responsibility for communication tasks
  • Create mechanisms that will allow two-way communication
  • Monitor and evaluate the success of your communication strategy

 

Stakeholder engagement

 

  • Identify any stakeholders, internal and external, who could be affected by your change initiative.
  • Consult and engage with your stakeholder groups to determine how they feel about the change and what work needs to be done to get them ready to embrace the change.
  • Facilitate the sharing of information among stakeholders – consider events, briefings, and other activities as part of or in conjunction with your communication strategy.
  • Give opportunities for two-way communication.
  • Record any feedback or issues that arise when you consult with your stakeholders.
  • Report progress to stakeholders.

 

Cultural change, Change Management Checklist

 

  • What are your desired values, behaviors and other organizational culture attributes that you want to see once your change is implemented?
  • Ensure you are clearly articulating the link between the new behaviors and the ongoing success of your organization.
  • What are the strengths and weaknesses of the existing workplace culture (or cultures if you are going through a merger or acquisition)?
  • How can you put these cultures together (also if going through a merger or acquisition?).
  • How can you facilitate your employees to engage on a social level to build culture?
  • Are there any training needs that will assist with this?

 

Training

 

  • Evaluate what training and development will be required as a result of your change initiative. Do you need to retrain your entire workforce or just those who are engaged in a specific role?
  • Plan your training sessions in a way that you can cater for everyone with minimal disruption, eg: staggering over multiple days.
  • Assess your employees after training and offer follow-up training if necessary.
  • Include this training in your onboarding process for new employees.
  • Set the expectation with managers and supervisors that they will have a role to play in coaching their direct reports during the change process.
  • Prepare these managers to be able to answer questions about the change process and to explain what is new.

 

Evaluation, Change Management Checklist

 

  • How well do your employees understand your messages about your change?
  • Do you have metrics in place to help with the evaluation process? If so, what are they saying?
  • Has there been resistance to change?
  • If there has been resistance, how has it been managed?
  • What feedback have you received from employees?
  • Have you conducted any pulse or benchmarking surveys to determine engagement and morale levels?
  • What have you learned as an organization from the process?
  • What improvements could you make to this process?
  • What are the next steps?
0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published.