Change Management
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This document discusses key aspects of change management for driving effective end user adoption of technology implementations. It covers stakeholder engagement, communications, assessing change impacts, measuring change readiness, and providing learning and training. The goal is to proactively address typical adoption challenges and ensure end users are equipped to operate successfully with the changes.
Change Management
- 1. Change Management Driving an Engaging and Effective End User Experience Stakeholder Engagement Comms Change Impacts Culture Change Readiness Learning Organization Design Talent End User ExperienceDesigning and adapting operating model/ organizational structure aligned with goals Identifying and developing workforce capabilities aligned with goals Providing knowledge, tools and training to equip employees to operate successfully Aligning key leaders and stakeholders to program goals and priorities enabling change Identifying functional awareness and readiness for upcoming changes, and mitigating early risks Collecting change impacts to identify activities required to drive and track business adoption Aligning individuals’ beliefs with the organization’s values and providing supporting procedures and infrastructure to drive the right behaviors Informing key stakeholders through integrated, targeted and timely program messaging
- 2. Organizations typically encounter many adoption challenges during technology implementations and must anticipate and proactively address these to drive success. Key leaders are not aligned on what is needed to make the initiative successful. Effort is positioned as a ‘flavor of the month’ (people think it will eventually go away). The “rumor mill” gets the best of employees. No clearly defined metrics for measuring success. Not tied to strategy and linked directly to tangible business benefits. The initiative is framed around abstract mission statements and values, rather than making it real to employees and explaining exactly how they will be impacted and what they need to do. End-user adoption is the ultimate goal to achieve business results. Adoption Challenges of Technology Implementations
- 3. Change and Transition Change and Transition are different forces. Change is something that happens to someone, and is driven by external forces. Transition is the process by which an individual reacts to change, and takes place internally: Comes from ‘outside’ Change Situational External Forces and Decisions Happens inside Transition Psychological An individual’s reaction to change
- 4. Transition Bridges Transition Model This model shows how individuals process transition. It conveys that every new beginning starts with an ending. Each employee will experience change at different rates, and each team member may experience different emotions at any given time: The leadership opportunity is to understand where team members sit on the continuum to the new beginning ENDINGS EXPLORATION NEW BEGINNINGS PRODUCTIVITY MORALE RECONCILIATION REORIENTATION RECOMMITMENT Approach-Avoidance Anxiety Shock Fear Anger Frustration Confusion Stress Denial Creativity Skepticism Acceptance Impatience Hope Energy Enthusiasm
- 5. Change Management: Scope and Activities Identify stakeholder groups and determine level of impact Develop engagement plans based on stakeholder analysis results Analyze media vehicles and audience needs Develop communication strategy and plan Execute communications plan Gather change impacts Assess change impacts Develop change impact assessment (CIA) report Develop change management action plans Develop change readiness survey Deploy survey and analyze change readiness results Create and execute action plans based on survey results Create Learning Strategy Build Curriculum / Course Outlines Support Content Development Facilitate Train the Trainer Stakeholder Engagement Communications Change Impacts Change Readiness Learning
Editor's Notes
- #5: Tackling all of these changes at the same time could overload parts of the organization