Management of Change (MOC) Simplified - Infographic

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Management of Change (MOC) can facilitate all types of change and can be easily used by anyone looking to reduce risk when implementing change. Intelex’s Management of Change application tracks all planned changes through a series of checklists, analyses and approvals to ensure your business is fully prepared to implement any operational or organizational change, try it today: http://bit.ly/1cuBC37

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Management of Change (MOC) Simplified - Infographic

  1. 1. Change can be tricky to navigate, but Intelex’s Management of Change application makes it easy! Contact us for a free trial today! www.intelex.com Is the change permanent or temporary? Have you considered all other potential solutions or options? Have the appropriate people all signed off on this change? Have you communicated the change to employees and any other affected parties? Change can be scary. According to some estimates, 70% of change initiatives in organizations and businesses are doomed to fail. Manage your change through a controlled process to increase the odds that your change will be adopted successfully. Make sure you set a date to review this temporary change to ensure a permanent one is eventually put in place. Back to the drawing board! How do you know your proposed change is the best course of action if you haven’t considered the alternatives? PM OSHA 1910.119 requires comprehensive documentation on changes made to “covered processes.” Even if this doesn’t apply to you, if you can’t describe and justify the change you should probably rethink your implementation! Great! And have you mitigated any associated risks? Better think twice! Implementing change carelessly can lead to disaster. The Piper Alpha explosion of July 1988 killed 167 men and cost about $3.4 billion US in insured losses – largely because an obvious risk was not properly identified and mitigated. Excellent! Change management expert John Kotter suggests that for change to be successful, 75 percent of a company’s management needs to “buy into” the change. Make sure your change has champions! Do you want to get fired? How do you expect people to get on board with a change if they don’t even know it’s happening? Company-wide morale, efficiency and safety all depend on effective communication of change! Is any training required to implement this change effectively? Time to implement your change! But once your change is in place, don’t forget one important last step! After a pre-determined period, it’s important to ask yourself “Is the change operating effectively?” Congratulations! You’ve implemented a successful change! Oops! Why not? What can you do to fix this? Make the necessary adjustments based on your answers, and go back to the start of this process with an improved change proposal. Has the proposed changed and its technical basis been clearly described? Have you considered the scope of the change’s impact? RESOURCES: https://www.osha.gov/Publications/osha3132.html http://www.managing-change.net/kotter-theory.html http://www.ilo.org/global/topics/safety-and-health-at-work/lang--en/index.htm http://en.atropedia.net/article:f20583 Better get that organized! Every 15 seconds, 151 workers have a work-related accident – many of these could have been avoided with proper training. Don’t turn your employees into walking hazards! You have to justify the change Make sure everyone signs off on this

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