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21 Critical Questions to Ask before Change Management

This presentation contains 21 critical questions to ask before change management. Before implementing a major change in an organization, to have clarity and a water-tight road map for change, certain critical questions must be asked and answered first. For change to be successful and for it to take hold, rushing into a major change without answering these 21 critical questions to ask before change management will certainly derail the change. These 21 critical questions will help all change agents, experienced and inexperienced, to plan a change in a well structured manner.

1 of 32
20
Prepared by
Catherine Adenle
catherinescareercorner.com
Critical Questions to Ask
before
Change Management
21
21 Critical Questions to Ask before Change Management
Executing or
initiating
change?
First, take the
time to plan
every detail of
the change.
Poorly planned
change efforts will
affect employees’
engagement and
ultimately their
productivity.
Before you implement
a major change, ask
yourself some critical
change questions
about the change and
ensure you answer
them satisfactorily.
Next, develop a
strong
communication
plan to help
engage affected
employees and
stakeholders in
the process.

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21 Critical Questions to Ask before Change Management

  • 1. 20 Prepared by Catherine Adenle catherinescareercorner.com Critical Questions to Ask before Change Management 21
  • 3. Executing or initiating change? First, take the time to plan every detail of the change.
  • 4. Poorly planned change efforts will affect employees’ engagement and ultimately their productivity.
  • 5. Before you implement a major change, ask yourself some critical change questions about the change and ensure you answer them satisfactorily.
  • 6. Next, develop a strong communication plan to help engage affected employees and stakeholders in the process.
  • 7. 5 Steps Approach Strategy Define the need for change and develop change vision Message Communicate the vision Enrollment Gain support and commitment for the change Training Monitor and support commitment through processes Reinforcing Recognize and reward change
  • 8. Key Factors for Successful Change Management • Clarity of Shared Vision and Purpose • Leadership • Accountability • Strong Champions • Sufficient Resources • Clarity of Roles • Engagement and Motivation • Continuous and Targeted Communication • Commitment • Monitoring
  • 9. How do I understand the need for change, its end goals and how it fits into the organization’s vision? How do I use the information to set the stage for change? 1
  • 10. 2 Are the reasons for change logical and compelling enough? What are they and how do they align with the organization's goals or strategic plans?
  • 11. How do I incorporate new values and attitudes and weave these into our culture so they are easily embedded? If not, what do I need to get this done? 3
  • 12. 4 How can I be generous with the time and effort that I have to handle the change correctly? If I can’t, what can I do to address my workload so that I can dedicate the time needed to implement the change successfully?
  • 13. How do I ensure that employees clearly understand why they are being asked to change? What is the ‘WIIFM’* statement of the change for employees and the organization? 5 *What's In It For Me?
  • 14. How can I best align the workforce to be accountable and support the change? 6
  • 15. 11 What are the resources readily available for the change; how am I going to utilize them successfully? 7
  • 16. How do I prepare the framework to communicate the change vision, outline its benefits, the desired results and behaviors required for change to happen and for it to stick? 8
  • 17. 9 What can I do to keep the information flow frequent, timely and clear to all stakeholders and also listen to their concerns?
  • 18. 10 How do I build a solid foundation for employees’ inclusion and participation via consultative communication approaches?
  • 19. 11 How can I best govern this change and build infrastructures to accelerate initiative launch and achieve great results?
  • 20. Who will be the supporters of change and how can I leverage their support as change champions? 12
  • 21. SAY NO 13 Who will feel threatened by change and how will I deal with their concerns?
  • 22. How do I deal with general change resistance and also offer support to manage the pace of transition? 14
  • 23. How can I motivate and support employees during this change? How can I involve some of the people affected by the change? 15
  • 24. 16 How can I form a steering committee comprising of representatives of all the parties affected by the change and involve them in its planning and implementation at the earliest stages?
  • 25. 17 Will the other leaders involved be visible leaders, can they come out of the boardroom to the shop floor? If not, what do we need to do to be visible to employees during this change?
  • 26. Through the change, how do we nurture a new culture by developing positive behaviours and shared values? 18
  • 27. 19 How am I going to measure change successes, review lessons learned, transfer ownership and after action reviews?
  • 28. 20 How can an ongoing commitment at the top and across the organization guide organizational behaviour and be maintained to ensure that change is embedded and a culture of constant improvement is implemented?
  • 29. How do I continue to reinforce change, implement corrective actions, celebrate successes, recognize and reward achievements? 21
  • 30. Asking these 21 critical change questions will help you to develop a strong plan for change. It will also help to turn your organization around quickly and successfully.
  • 31. After these questions, do you think you need help to implement the change? If you need help with the change, know why and speak up. That’s the best way to implement a successful change.