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How to creating a change strategy.pptx

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Transcript

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