This document provides a checklist for managing change. It identifies the top five contributors to successful change management as active executive sponsorship, a structured change approach, frequent communications, dedicated change resources, and employee participation. It also lists the biggest obstacles as ineffective executive sponsorship, employee resistance, poor middle management support/alignment, and lack of change planning/resources. Finally, it discusses managing resistance by identifying the root causes, making a compelling case for change, and engaging managers throughout the organization.

1. Change Management Checklist
Checklists for Managing
Change
Presented By
Alfred Kapeleta

2. Change Management Checklist
Top Five Contributors
 Active and visible executive
sponsorship
 Structured change management
approach
 Frequent and open communications
around the need for change
 Dedicated resources for change
management
 Employee participation

3. Change Management Checklist
Biggest Obstacles to Change
 Ineffective change sponsorship from
senior leaders
 Resistance to the change from
employees
 Poor support and alignment with middle
management
 Lack of change management resources
and planning

4. Change Management Checklist
Managing Resistance
 In times of change, the natural reaction is to resist.
 Changes introduce the unknown. They take us out of a
place we are comfortable with and force us into
something new.
 We are not sure what to expect, and we anticipate
hardships and struggles as we leave the current state.
 Teams introducing change in an organization should
should anticipate resistance and work to mitigate the
consequences of that resistance.
 Resistance cannot be totally eradicated, but it can be
managed constructively, proactively and before the
project or the people in the organization are impacted
negatively.

5. Change Management Checklist
Cost of Resistance
 Project delays
 Objectives missed
 Productivity declines
 Absenteeism
 Loss of valued employees

6. Change Management Checklist
Neutralizing Resistance To
Change
 Identifying the root cause of resistance. One of the
biggest mistakes you can make is to treat the
symptom, not the cause.
 Making a compelling case for change - balancing
urgency and reason. The number one reason for
employees resistance is lack of awareness of the
need for change.
 Engaging the “real” resistance managers. “Real"
resistance managers can listen to and engage
resistant employees. These resistance managers are
the supervisors and managers throughout your
organization whose employees are impacted by the
change.

7. Change Management Checklist
References
This Change Checklist uses materials
developed by Prosci®
www.change-management.com