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How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
How to creating a  change strategy.pptx
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How to creating a change strategy.pptx

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  • 1.  
  • 2. About your presenter <ul><li>Megan Tough </li></ul><ul><li>Founder, The Change Leadership Company </li></ul><ul><li>24 years experience working on people and change issues </li></ul>
  • 3. <ul><li>WHAT IS A CHANGE STRATEGY? </li></ul>
  • 4. What is a Change Strategy? <ul><li>Summary document that answers the questions: </li></ul><ul><li>What’s this change all about? </li></ul><ul><li>How will it affect us? </li></ul><ul><li>How will we approach it? </li></ul>
  • 5. Components of a Change Strategy <ul><li>8 Components : </li></ul><ul><li>Rationale/Business Case </li></ul><ul><li>Scope and Definition </li></ul><ul><li>Governance </li></ul><ul><li>Leadership Alignment </li></ul><ul><li>High Level Change Impact </li></ul><ul><li>Resources/Budget </li></ul><ul><li>Risk Assessment </li></ul><ul><li>Implementation Approach </li></ul>
  • 6. 1. Rationale & Business Case <ul><li>Explains why the change is necessary </li></ul><ul><li>Addresses 4 key questions: </li></ul><ul><li>What are the drivers that make the change important to do? </li></ul><ul><li>What benefits will result from the planned change? </li></ul><ul><li>What is likely to happen if the change does not go ahead? </li></ul><ul><li>What is the current “change environment” like </li></ul>
  • 7. 2. Definition & Scope <ul><li>Clearly defines what the change is, and makes it clear exactly which parts of your organisation will be included in the change. </li></ul><ul><li>Change Definition - describes exactly what is changing in terms of: </li></ul><ul><ul><li>Systems </li></ul></ul><ul><ul><li>Processes </li></ul></ul><ul><ul><li>Culture/Behaviours </li></ul></ul>Scope - specifies exactly which teams, business units and functions are included, and which are excluded.
  • 8. 3. Governance <ul><li>Describes how the change initiative will be managed and governed </li></ul><ul><li>1. Describe who is involved: </li></ul><ul><ul><li>Outline the key Committees, Forums, Groups and Individuals who will manage/track the change initiative. </li></ul></ul><ul><li>2. Articulate Responsibilities: </li></ul><ul><ul><li>Be very clear about the responsibilities of each group </li></ul></ul>
  • 9. Example: Executive Steering Committee (ESC) Leadership Subgroup Project Director/Project Team <ul><li>meets at regular scheduled meetings, receives high level status on project </li></ul><ul><li>endorses escalated recommendations from Leadership Subgroup </li></ul><ul><li>Provides ultimate direction, guidance and signoff on solution and issues </li></ul>Responsibilities <ul><li>reviews/monitors major issues and vital signs </li></ul><ul><li>provides direction and participates in resolution of escalated issues and problems </li></ul><ul><li>Provides direction and guidance on solution design </li></ul><ul><li>Called together for ad-hoc decision making and checkpoints </li></ul><ul><li>Reports on progress and status </li></ul><ul><li>monitors issues/problems and determines which require escalation to leadership subgroup </li></ul><ul><li>determines corrective action to resolve issues </li></ul><ul><li>Communicates status, major problems and checkpoint meeting outcomes </li></ul>
  • 10. 4. Leadership Alignment Describes critical leaders and stakeholders, and their current level of support for the change <ul><li>Identify all the leaders critical to the change </li></ul><ul><li>Then rate them. Are they </li></ul><ul><ul><li>Influencers </li></ul></ul><ul><ul><li>Implementers </li></ul></ul><ul><ul><li>Supporters </li></ul></ul><ul><ul><li>Key Stakeholders, or </li></ul></ul><ul><ul><li>High Risk Stakeholders </li></ul></ul>3. How do you plan to build support within this group?
  • 11. 5. High level Change Impact Summarises the significant effects or impacts the change will have <ul><li>Describe the impact either by function or by area </li></ul><ul><li>Is the change process, system, behavioural, structural or other? </li></ul><ul><li>Attach an impact rating (H, M, L) </li></ul>
  • 12. High level Change Impact Analysis
  • 13. 6. Resources/Budget Provides the financial budget and resource plan associated with the change. <ul><li>capture all internal and external resources </li></ul><ul><li>Identify all business resources required </li></ul><ul><li>Identify individuals who will form part of the team implementing the change, and an estimate of the timeframe they will be required </li></ul><ul><li>Identify all non-labour resources (hardware, software, infrastructure etc) </li></ul>The Resource Plan The resource plan identifies all physical resources required to complete the change – labour and non-labour related
  • 14. Sample Resource Plan formats
  • 15. 7. Risk Assessment Summarises significant risks that may affect the success of the change . <ul><li>Examples of significant risks: </li></ul><ul><li>Capacity of systems exceeded </li></ul><ul><li>Systems outage </li></ul><ul><li>Likelihood of service breakdown </li></ul><ul><li>Customers adversely affected </li></ul>Rate each risk as to Likelihood and Severity (High, Medium or Low)
  • 16. Example of Risk Assessment
  • 17. 8. Implementation Approach Describes the approach for implementing the change <ul><li>3 examples: </li></ul><ul><li>Pilot in a smaller group before rolling out more widely </li></ul><ul><li>Run the current and the future processes in parallel , effectively leaving a full backup in place before completely switching to the new way </li></ul><ul><li>100% cutover to the new process on a specific date, having tested the change in a safe environment until you are satisfied. </li></ul>Include a change schedule showing when work starts, the various phases, milestones and dates etc
  • 18. Example of Change Schedule
  • 19. In Summary <ul><li>Change Strategy Document : </li></ul><ul><li>Rationale/Business Case </li></ul><ul><li>Scope and Definition </li></ul><ul><li>Governance </li></ul><ul><li>Leadership Alignment </li></ul><ul><li>High Level Change Impact </li></ul><ul><li>Resources/Budget </li></ul><ul><li>Risk Assessment </li></ul><ul><li>Implementation Approach </li></ul>
  • 20. <ul><li>Questions ? </li></ul>
  • 21. Want to learn more? <ul><li>Try our other webinars. </li></ul><ul><li>February 17: Changing Minds – strategies for positively influencing people in times of change </li></ul><ul><li>www.changeleaders.com.au/events/webinars </li></ul><ul><li>Enrol in Change Methods Mastery – On-line learning program. 12 modules with 23 templates and tools covering all aspects of change. </li></ul><ul><li>www.changeleaders.com.au/events/online-program </li></ul><ul><li>Sign up to the weekly news: </li></ul><ul><li>www.changeleaders.com.au/resources/newsletter </li></ul><ul><li>Visit the website: </li></ul><ul><li>www.changeleaders.com.au </li></ul>
  • 22. <ul><li>Thanks! </li></ul>

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