The document outlines key principles for effective change management, including being user-focused, minimizing disruption to productivity, and building credibility. It recommends understanding how changes impact all stakeholders, from end users to tangential teams. The process involves planning by assessing impacts, then executing in three phases - awareness, readiness, resilience. Success is measured through surveys, usage data, and feedback to assess adoption and identify lessons for future changes.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/make-change-that-lasts/
Change is the only constant. – Heraclictus, Greek Philosopher
Change is the only constant in the work environment
Whether you are shifting office to another location, adopting a new practice or process, implementing an IT system, or re-engineering the business processes for an organization, change happens to everyone all the time.
However, many change initiatives have been short-lived as a result of the failure to manage and sustain the change.
For change to be successful and enduring, do take note of the key factors impacting change below:
1. Commitment from the top
To manage a change initiative, e.g. Lean transformation, there has to be constant commitment from the top management.
Conduct regular management reviews of the change implementation progress versus the plan to ensure that the roadmap and scope of change is well-defined, timelines or key milestones are adhered to, and resources such as people, time and money are put in place where they are needed.
2. Future state vision
Define and rally around a compelling vision for the future state. What are the potential threats? How urgent is the change? What are the risks if the organization does not change? How will you know when we get there?
Present the facts and findings such as flat earnings, rising costs, decreasing market share, and other relevant key indicators where necessary to create awareness and convince employees to buy-in to the change initiative.
Identify the key resistance issues and stakeholders who are impacted by the change and address them. Be prepared to deal with emotional and political issues.
Create a compelling vision and an urgency for change so as to move people out from their comfort zones to a change in behavior and the way they value-add to the business and customers.
Change Management Starter Pack for Salesforce AdminsBrainiate Academy
Embarking on a Change Management project for Salesforce can be a daunting task, but with the right approach and tools, you can ensure success and gain the necessary buy-in from stakeholders. Our Change Management Starter Pack for Salesforce Admins is designed to help you navigate this process with ease. This pack provides practical tools to help you plan and execute successful projects, featuring a comprehensive checklist of 10 Critical Steps to Success and a cheat sheet with 7 Strategies for Overcoming Resistance to Change. These proven strategies have helped countless Salesforce Admins achieve their goals, and now they can help you too. Whether you're new to the role or an experienced professional seeking fresh approaches to Change Management, our starter pack is the perfect resource to guide you through each step of the process, ensuring you achieve real, lasting results.
Change Management Starter Pack for Salesforce AdminsBrainiate Academy
Embarking on a Change Management project for Salesforce can be a daunting task, but with the right approach and tools, you can ensure success and gain the necessary buy-in from stakeholders. Our Change Management Starter Pack for Salesforce Admins is designed to help you navigate this process with ease. This pack provides practical tools to help you plan and execute successful projects, featuring a comprehensive checklist of 10 Critical Steps to Success and a cheat sheet with 7 Strategies for Overcoming Resistance to Change. These proven strategies have helped countless Salesforce Admins achieve their goals, and now they can help you too. Whether you're new to the role or an experienced professional seeking fresh approaches to Change Management, our starter pack is the perfect resource to guide you through each step of the process, ensuring you achieve real, lasting results.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/make-change-that-lasts/
Change is the only constant. – Heraclictus, Greek Philosopher
Change is the only constant in the work environment
Whether you are shifting office to another location, adopting a new practice or process, implementing an IT system, or re-engineering the business processes for an organization, change happens to everyone all the time.
However, many change initiatives have been short-lived as a result of the failure to manage and sustain the change.
For change to be successful and enduring, do take note of the key factors impacting change below:
1. Commitment from the top
To manage a change initiative, e.g. Lean transformation, there has to be constant commitment from the top management.
Conduct regular management reviews of the change implementation progress versus the plan to ensure that the roadmap and scope of change is well-defined, timelines or key milestones are adhered to, and resources such as people, time and money are put in place where they are needed.
2. Future state vision
Define and rally around a compelling vision for the future state. What are the potential threats? How urgent is the change? What are the risks if the organization does not change? How will you know when we get there?
Present the facts and findings such as flat earnings, rising costs, decreasing market share, and other relevant key indicators where necessary to create awareness and convince employees to buy-in to the change initiative.
Identify the key resistance issues and stakeholders who are impacted by the change and address them. Be prepared to deal with emotional and political issues.
Create a compelling vision and an urgency for change so as to move people out from their comfort zones to a change in behavior and the way they value-add to the business and customers.
Change Management Starter Pack for Salesforce AdminsBrainiate Academy
Embarking on a Change Management project for Salesforce can be a daunting task, but with the right approach and tools, you can ensure success and gain the necessary buy-in from stakeholders. Our Change Management Starter Pack for Salesforce Admins is designed to help you navigate this process with ease. This pack provides practical tools to help you plan and execute successful projects, featuring a comprehensive checklist of 10 Critical Steps to Success and a cheat sheet with 7 Strategies for Overcoming Resistance to Change. These proven strategies have helped countless Salesforce Admins achieve their goals, and now they can help you too. Whether you're new to the role or an experienced professional seeking fresh approaches to Change Management, our starter pack is the perfect resource to guide you through each step of the process, ensuring you achieve real, lasting results.
Change Management Starter Pack for Salesforce AdminsBrainiate Academy
Embarking on a Change Management project for Salesforce can be a daunting task, but with the right approach and tools, you can ensure success and gain the necessary buy-in from stakeholders. Our Change Management Starter Pack for Salesforce Admins is designed to help you navigate this process with ease. This pack provides practical tools to help you plan and execute successful projects, featuring a comprehensive checklist of 10 Critical Steps to Success and a cheat sheet with 7 Strategies for Overcoming Resistance to Change. These proven strategies have helped countless Salesforce Admins achieve their goals, and now they can help you too. Whether you're new to the role or an experienced professional seeking fresh approaches to Change Management, our starter pack is the perfect resource to guide you through each step of the process, ensuring you achieve real, lasting results.
This presentation discusses the purpose/goals, phases, principles, tactics, use of technology, etc. when developing a communication plan during an organizational change process
Originally coined by Alan Hamilton, the term Iterative Adoption concerns how to implement complex or comprehensive changes to your organization at different levels - personal, team, department and organization - through a process of iterating.
This video is for managers or professionals that are responsible for cultivating or "driving" change for their organization. Metaspire Cultural Change tools can be customized to support any transformational or change initiative.
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
In this module, participants will be introduced to the contributing factors for implementing a successful change management initiative within an organization. By the end of this module, participants will be able to create a draft change management strategy and plan.
Function Points for Estimation - Getting Developers on BoardDCG Software Value
in this report, David Herron discusses management approaches to implementing improved estimating practices using function points. All too often, such initiatives encounter resistance from the development teams – David considers how this resistance can be overcome.
The report can be downloaded here: http://www.softwarevalue.com/insights/publications/ta-archives/function-points-for-estimation-getting-the-developers-on-board/
To access more Trusted Advisor articles, visit: http://www.softwarevalue.com/insights/publications/#trustedadvisor
Change management and Managing Change as a ProcessRajlaxmi Bhosale
The process of causing a function , practice, or thing to become different somehow compared to what it is at present or what it was in the past.Types of Changes Understanding Change Management.Understanding,Planning and Implementing Change
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/the-highway-of-change-and-a-practical-framework-approach-to-change/
Since Monday, 9 th January 2015, my free Flevy download Practical Framework Approach to Change has been downloaded over 500 times. The document contains just a “snapshot” of my approach, rather than going into any explicit details about the tools and techniques related to each of the framework components. The level of interest shown has spurred me into writing this article to provide a little more “meat on the bone” about the framework.
Aligned with this approach, you may want to pay due respect to some of the many “holistic” change methodologies from the likes of Prosci, Kotter, etc. I have a document on Flevy called A Snapshot Guide to Better Known Change Management Models/Methodologies .
A Short History
Over the last 25-years or so, I have developed and implemented many bespoke Business Change and Transformation Approaches and Strategies for organisations to enable them to drive through change initiatives/programmes and achieve considerable ROI and business benefit.
These bespoke Approaches/Strategies have used as their basis my Practical Framework Approach to Change. This was first developed in 1996, but has been regularly updated and changed based on new learning, acquired knowledge and research through being involved in many diverse change initiatives in a cross-section of different industry sectors between 1996 to present.
First of all, there are two things that you need to know:
1. The framework is modular which means it can be used in its totality or you can “pick and choose” which modules you want to use dependent on the change initiative.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
This presentation discusses the purpose/goals, phases, principles, tactics, use of technology, etc. when developing a communication plan during an organizational change process
Originally coined by Alan Hamilton, the term Iterative Adoption concerns how to implement complex or comprehensive changes to your organization at different levels - personal, team, department and organization - through a process of iterating.
This video is for managers or professionals that are responsible for cultivating or "driving" change for their organization. Metaspire Cultural Change tools can be customized to support any transformational or change initiative.
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
In this module, participants will be introduced to the contributing factors for implementing a successful change management initiative within an organization. By the end of this module, participants will be able to create a draft change management strategy and plan.
Function Points for Estimation - Getting Developers on BoardDCG Software Value
in this report, David Herron discusses management approaches to implementing improved estimating practices using function points. All too often, such initiatives encounter resistance from the development teams – David considers how this resistance can be overcome.
The report can be downloaded here: http://www.softwarevalue.com/insights/publications/ta-archives/function-points-for-estimation-getting-the-developers-on-board/
To access more Trusted Advisor articles, visit: http://www.softwarevalue.com/insights/publications/#trustedadvisor
Change management and Managing Change as a ProcessRajlaxmi Bhosale
The process of causing a function , practice, or thing to become different somehow compared to what it is at present or what it was in the past.Types of Changes Understanding Change Management.Understanding,Planning and Implementing Change
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/the-highway-of-change-and-a-practical-framework-approach-to-change/
Since Monday, 9 th January 2015, my free Flevy download Practical Framework Approach to Change has been downloaded over 500 times. The document contains just a “snapshot” of my approach, rather than going into any explicit details about the tools and techniques related to each of the framework components. The level of interest shown has spurred me into writing this article to provide a little more “meat on the bone” about the framework.
Aligned with this approach, you may want to pay due respect to some of the many “holistic” change methodologies from the likes of Prosci, Kotter, etc. I have a document on Flevy called A Snapshot Guide to Better Known Change Management Models/Methodologies .
A Short History
Over the last 25-years or so, I have developed and implemented many bespoke Business Change and Transformation Approaches and Strategies for organisations to enable them to drive through change initiatives/programmes and achieve considerable ROI and business benefit.
These bespoke Approaches/Strategies have used as their basis my Practical Framework Approach to Change. This was first developed in 1996, but has been regularly updated and changed based on new learning, acquired knowledge and research through being involved in many diverse change initiatives in a cross-section of different industry sectors between 1996 to present.
First of all, there are two things that you need to know:
1. The framework is modular which means it can be used in its totality or you can “pick and choose” which modules you want to use dependent on the change initiative.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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2. Understand the user
personas and
identify change
impacts.
Then, assess the
change complexity
to create a strategy
definition.
Make users aware of
the coming change
and provide updates
on the scope, timing,
and benefits of the
program.
Help the users feel
confident that they
will be able to use
the new tool /
process / system.
Prepare for launch
and support the
users after go-live to
help with the
transition.
PLAN
1. AWARENESS 2. READINESS 3. RESILIENCE
How do we approach change management?
First, we strategize by assessing who and what will be affected by the change. Then, we execute that strategy in three
phases—Awareness, Readiness, and Resilience—to ensure the positive reception of the change! Finally, we measure adoption.
EXECUTE
Leverage surveys,
usage metrics, and
feedback sessions to
determine if the
change adoption was
successful.
Iterate methodology
according to lessons
learned.
MEASURE
3. Planning: User Centricity
● Identify key users and groups
that will be affected by the
change.
● Conduct interviews to
understand these users’ roles,
responsibilities, and needs.
● Create an accompanying
document detailing which users
are affected and how.
1.
Who does the change
affect? 2.
● Now that you know WHO will be
affected, define HOW the
change will affect each user
group.
● Describe specific changes and
their impacts (positive and
negative) by user group.
● Create simple statements about
the benefits of the change for
users groups. (E.g., This change
enables the learner to make
data-driven decisions.)
● With the WHO and the HOW
defined, you can now begin
thinking through the best way to
communicate with and train your
user groups about the change.
● Create and tailor a
communication plan specific for
each group you’ll be working
with.
3.
How does the change
affect them?
Strategize how to
help them transition
The audiences of the change are a top priority when enacting a change! Follow the steps and complete the deliverables to form
a comprehensive view of your audience that will help you keep them top of mind while navigating your change.
4. It is easy to only
focus on groups
that are directly
involved in the
change.
Change
management
accounts for
and supports
all impacted
groups.
Stakeholder Management: Broad “User” Focus
One of the big benefits of starting change management earlier on is having time to invest in stakeholder management and
include a broad user-centric perspective into the overall project strategy and decisions.
End
Users
Tangential
Teams
Executives/
Leadership
Sales &
Marketing
Teams
How?
Unifying project communications, providing project input based on understanding of all
impacted groups, and encouraging stakeholder participation
Q&A
Sessions
Periodic Email
Updates
Timeline
Adjustments
Pulse
Surveys
5. 5
Execution: Communication Philosophy
Built trust &
credibility
Avoid over
communication
Emphasize the
positives
When creating change management communication documents or preparing for a meeting, it is important to keep three main
guiding principles in mind:
This helps
the users feel
like the change team
is their partner, which
increases buy-in.
When
communications aren’t
concise and consolidated,
it can create a negative
change experience.
If users see
how the change
benefits them, they are
more likely to buy in. If
there are any negatives,
explain the “why.”
6. Once you understand the complexity of the change, you will need to figure out the mediums by which you will deliver the
communications and training. Consider the following things when determining the best way to execute your change strategy:
6
Execution: Other Change Considerations
How many
people are
impacted?
What is the
geography
of the
change?
Is it a highly
visible
change?
What is the
perception
of the
change?
Is the change
critical?
Less than 50
Consider in-person
meetings for complicated
changes and emails for
simple changes. It isn’t
worth building high-effort
material for a small group.
More than 50
Consider creating concise,
clear documentation, with
some virtual content via
email, decks, etc. to help
disseminate information.
One Location
You have the option to do
in-person meetings and
live trainings if the change
needs it.
Multiple Locations
Consider e-learnings for
complicated changes and
email communications for
simple changes since in-
person engagement is not
as feasible.
Highly visible
Consider developing help
centers, websites, and
training documentation so
users feels confident that
sufficient support and
resources are in place.
Low Visibility
Stick to the critical items
that are needed for your
change since users will
not need that kind of
visibility into the project.
Neutral / Positive
Continue driving the
positive outcomes of the
change for end users to
get their buy-in.
Negative
Acknowledge and address
concerns in the
communications and
training. Consider
providing detailed
explanations for the
change and offer outlets
like office hours for users
to ask questions.
Critical
Critical changes,
especially if dependent on
user actions, should
consider employing high-
effort execution options
like in-person trainings
and e-learnings. Also
consider having touch
points more often.
Not critical
Consider using low-effort
options like email and
slides.
7. Status Quo
Performance
Time
Change
1. Resistance
2. Letting Go
4. Insight
3. Acceptance
5. Practice
Chaos
Chaos
1.
Resistance
3. Acceptance
2. Letting Go
4. Insight 5. Practice
Awareness Readiness Resilience
Change Management Execution
Key
Managed Change
Unplanned Change
Change is an emotional process
You can use this change model to understand how your team copes with change and
to help move them through change more quickly and efficiently. The ultimate goal is
to increase your team’s performance, but this takes time and things usually get
worse before they get better. The dip in performance and the duration of the dip
can be minimized with effective change management, communication, and
leadership.
8. Examples of metrics to use include utilization,
time to first touch, and user satisfaction.
Once the change is implemented, it is important to measure how well the change was adopted. The goal is to use both
quantitative and qualitative data to understand the overall success of the change.
8
Measure: Assessing Adoption
Conduct Surveys
Collect Usage
Data
Host Feedback
Sessions
Perception Readiness
Adoption /
Behavior
Business
Outcomes
What should we measure?
Summarizes the
findings and verifies that
the change is stable.
Provides insight into
any need for a change
team in the future.
Adoption Report
Data
Gathering
9. Summary
Be user-focused but also expand your definition of “user.”
Key steps in the change management process:
There is no-one-size-fits-all approach to change management!
Remember, it is an art more than a science.
PLAN
EXECUTE
MEASURE
1. AWARENESS 2. READINESS 3. RESILIENCE
End
Users
Tangential
Teams
Executives/
Leadership
M&S
Teams
Consider change perception, geography,
visibility, complexity, audience, etc.
1
2
3
& more!