[To download this complete presentation, please visit https://www.oeconsulting.com.sg] Change is the only constant in the work environment today. For change to be successful, it has to be effectively managed. To achieve this, it is essential that the human aspects of change be addressed throughout the change process. This easy to follow Change Management Methodology provides a step-by-step blueprint for change managers to successfully implement and sustain change in their work environment. This guide is applicable to all types of organizations. CONTENTS: 1. Analyze Current Situation - Identify reason for change - Assess readiness for change - Assess impact of change - Identify gaps - Gather feedback 2. Plan & Launch Program - Define change strategy - Set up change infrastructure - Create awareness and get buy-in - Develop and communicate plans - Develop skills - Launch pilot project 3. Monitor Progress - Monitor change process - Overcome resistance to change - Audit for behavioral changes - Measure effectiveness - Provide support 4. Evaluate Effectiveness - Review results - Share success stories - Provide follow up support - Reward and recognize

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The guide serves as a blueprint for change managers to successfully
implement and sustain change by systematically diagnosing, anticipating,
measuring and managing change programs in their work environment.
Change Management
Methodology
Step by step approach to managing change
initiatives and programs

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Introduction to Change
Management
• Change is the only constant in the work environment today.
• For change to be successful, it has to be managed. To achieve this,
it is essential that the human aspects of change be addressed
throughout the change process.
• The Change Management Methodology serves as a blueprint for
change managers to implement and sustain change in their work
environment.
NOTE: This is a PARTIAL PREVIEW. To
download the complete presentation, please
visit: https://www.oeconsulting.com.sg

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About the Change Management Methodology
• The Change Management Methodology builds on the assumption
that the change manager has already obtained his/her bearings from
the organization vision, obtained commitment and support from
senior management, set his/her priorities, decided on what the
required changes are and what the desired outcomes should be.
• The methodology is organized into four phases.

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4
“If everyone is thinking
about change in a slightly
different way, it’s very
difficult to move the
organization forward. You
have to get the mental
arrows lined up.”
Mike Rother

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Overview of the Change Management Methodology
Evaluate
Effectiveness
Monitor
Progress
Plan & Launch
Program
Analyze Current
situation
CHANGE
MANAGEMENT
METHODOLOGY

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Change Management Methodology
PHASE DESCRIPTION
Analyze Current
Situation
Identifies the reason for change and required changes; analyzes impact,
identifies gap and gathers feedback on proposed changes.
Plan & Launch
Program
Defines change strategy and infrastructure; articulates and defines the entire
change process to bridge the gap between “present state” and “desired
state”; builds understanding, support and commitment to change; train
toward the new practices, process and systems; launch pilot projects.
Monitor Progress
Monitors the change transition and transformation process; assesses and
measures change effectiveness on human behavior, practices, processes
and systems; addresses resistance to change; provides support and
reinforcement.
Evaluate
Effectiveness
Reviews results of change process with appropriate follow-up actions;
supports culture change; shares success stories and learning points; reward
and recognize successful change.
The Four Key Phases of Change Management

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Change Management Methodology
Analyze Current
Situation
Plan & Launch
Program
Monitor
Progress
Evaluate
Effectiveness
• Identify reason for
change
• Assess readiness for
change
• Assess impact of
change
• Identify gaps
• Gather feedback
• Define change
strategy
• Set up change
infrastructure
• Create awareness
and get buy-in
• Develop and
communicate plans
• Develop skills
• Launch pilot project
• Monitor change
process
• Overcome resistance
to change
• Assess behavioral
changes
• Measure effectiveness
• Provide support
• Review results
• Share success stories
• Provide follow up
support
• Reward and
recognize
A systematic approach to managing change ensures
greater buy-in and support for the change program

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Phase 1:
Analyze Current
Situation

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9
“Vision without action is
merely a dream. Action
without vision just passes
the time. Vision and action
can change the world.”
Joel A. Barker, futurist

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Phase 1: Analyze Current Situation
• Identify reason for
change
• Assess readiness for
change
• Assess impact of
change
• Identify gaps
• Gather feedback
Evaluate
Effectiveness
Monitor
Progress
Plan & Launch
Program
Analyze Current
situation
CHANGE
MANAGEMENT
METHODOLOGY

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Phase 1: Objectives
1. To understand the reason for change and the desired changes
2. To analyze gaps and impact of change on stakeholders
3. To gather stakeholder’s feedback on proposed changes

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1.1 Identify Reason for Change
• Understand the changes affecting the organization and the
background to the changes
§ Identify the driving force behind the change
§ Determine the changes to be implemented (e.g. new IT system with major
changes to business processes)
§ Define the expected value and benefits
§ Appoint a key figure as a champion for change

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1.2 Assess Readiness for Change
• Assess the organization’s readiness for change to surface hidden
agenda and identify key resistance issues
§ Identify scale of change (e.g. organization-wide or department-specific or
for an individual only)
§ Find out the affected party’s past experience with change
§ Identify key resistance issues

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Phase 1: Deliverables
• List of key resistance issues
• Impact analysis of stakeholders
• Stakeholder profile
• List of influential stakeholders/individuals
• Gap analysis
• Focus group discussion findings
• Interviews with stakeholders
• Survey results

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Phase 2:
Plan & Launch
Program

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16
“If you want small
changes in life, work on
your attitude. If you
want big and primary
changes, work on your
paradigm.”
Stephen Covey

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Phase 2: Plan & Launch Program
• Define change
strategy
• Set up change
infrastructure
• Create awareness
and get buy-in
• Develop and
communicate plans
• Develop skills
• Launch pilot project
Evaluate
Effectiveness
Monitor
Progress
Plan & Launch
Program
Analyze Current
situation
CHANGE
MANAGEMENT
METHODOLOGY

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Phase 2: Objectives
1. To define change strategy and set up change management
infrastructure support
2. To create awareness and communicate the change process to
gather understanding and support
3. To equip people with the required knowledge and skills to prepare
for the change

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2.1 Define Change Strategy
• Define change strategy and the change programs required (e.g. how
to create awareness, how to communicate, what training programs,
what pilot projects to start with)
• Consolidate the change management plan
• Identify the tangible and intangible results to be achieved at the end
of the change process
• Assess the need to invest in additional resources (e.g. more people)
to support the change program

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Phase 2: Deliverables
• Change management plan
• Communication plan
• Communication materials
• Training plan
• Training schedule
• Training courses

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Phase 3:
Monitor Progress

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Phase 3: Monitor Progress
• Monitor change
process
• Overcome resistance
to change
• Assess behavioral
changes
• Measure effectiveness
• Provide support
Evaluate
Effectiveness
Monitor
Progress
Plan & Launch
Program
Analyze Current
situation
CHANGE
MANAGEMENT
METHODOLOGY

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Phase 3: Objectives
1. To monitor the change process and overcome resistance to
change
2. To measure the effectiveness of change

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3.1 Monitor Progress
• Use key lessons from pilots to reconfigure processes/ systems.
Address key issues generated from human reactions to new
changes. Implement mass roll-out, if necessary.
• Monitor the change process to ensure that the transition or
transformation is smooth
• Check change progress against plan and take appropriate actions to
overcome barriers, if any
• Communicate regularly with stakeholders to remove all fears and
help them understand the reasons for the changes
• Review and update the change program or plan

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Phase 4:
Evaluate
Effectiveness

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“Insanity is doing the
same thing over and
over gain and
expecting different
results.”
Albert Einstein

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Phase 4: Evaluate Effectiveness
• Review results
• Share success stories
• Provide follow up
support
• Reward and
recognize
Evaluate
Effectiveness
Monitor
Progress
Plan & Launch
Program
Analyze Current
situation
CHANGE
MANAGEMENT
METHODOLOGY

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Phase 4: Objectives
1. To evaluate the overall effectiveness of the change management
process
2. To share success stories

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Summary of Change Management Methodology
Change Management Methodology
Analyze Current
Situation
Plan & Launch
Program
Monitor
Progress
Evaluate
Effectiveness
• Identify reason for
change
• Assess readiness for
change
• Assess impact of
change
• Identify gaps
• Gather feedback
• Define change
strategy
• Set up change
infrastructure
• Create awareness
and get buy-in
• Develop and
communicate plans
• Develop skills
• Launch pilot project
• Monitor change
process
• Overcome resistance
to change
• Assess behavioral
changes
• Measure effectiveness
• Provide support
• Review results
• Share success stories
• Provide follow up
support
• Reward and
recognize

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Operational Excellence Consulting is a management training and consulting
firm that assists organizations in improving business performance and
effectiveness. Based in Singapore, the firm’s mission is to create business
value for organizations through innovative design and operational excellence
management training and consulting solutions. For more information, please
visit www.oeconsulting.com.sg