The document discusses how to manage change when processes and systems change. It recommends identifying the reasons for and agents of change, understanding how change impacts people and the organization, planning training and communication, and measuring success. Key steps include stakeholder analysis, defining change components, analyzing impacts, and identifying unexpected effects to best support people through the transition.

1. CHANGE MANAGEMENT
HOW TO MANAGE CHANGE
WHEN PROCESS AND SYSTEM CHANGE
IDENTIFY
UNDERSTAND
PLAN
IMPLEMENT
COMMUNICATE
THE BEST WAY TO MANAGE
CHANGE IS HANDS-ON APPROACH
CHANGE DOES NOT HAPPEN IN ISOLATION – IT
IMPACTS THE WHOLE ORGANIZATION AROUND IT,
AND ALL THE PEOPLE TOUCHED BY IT
The reason for the change -
Change agent -
How and when to communicate -
Impact on people and organization -
How to measure the success -
How people will react to the changes, and so you
can better plan how to support them through the
process.
Understand the stages of personal transition and
organizational change.
Identify:
- Who needs training?
- What training do they need?
- Why is it important?
- How will you deliver the training?
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Communication and timing are the keys to
manage any change.
Stakeholder Analysis :
Identify the stakeholders Prioritize the stakeholders -
Understand the key stakeholder needs -
Stakeholder Management -
Step One:
Define each component -
Step Two:
Analyze the Impact of the proposed change -
Determine how primary change will impact each of the four components -
Identifying the full consequence -
Unearth the "unexpected" negative effects of change in an organization -