The document outlines the roles and responsibilities in change management, including the executive sponsor, sustaining sponsor, advocate, agents, and targets. It presents a structured change management roadmap that encompasses creating a vision, assessing organizational preparedness, crafting targeted communications, and defining mechanisms for achieving transformation. Additionally, it emphasizes the importance of resilience, clear communication, rewards, and continuous improvement in the change process.

1. Managing Change
Riding the Beast
Authored by: Subbu Iyer

2. Identifying the Roles of Change
Role Description Accountability
Executive
Sponsor
One who has got the authority to
authorize Transformation / Change.
Authorize the right levels of
budgets / resources to deliver the
change envisioned successfully.
Sustaining
Sponsor
One who has the authority to carry
the sustain the change initiatives
with dynamic decision making.
Accountable for clearing hurdles
and roadblocks on the journey and
sustain the movement forward.
Advocate One who can create / help create a
business case for the change
envisioned.
Facilitate the development and
deployment of content and
collaboration.
Agents Ones who have greater resilience
to overcome future shock and can
catalyze change. Have the ability to
train others and convert targets.
Master the challenges of change
faster (technical and behavioral)
and become the “Train the
Trainer”.
Targets Those who covertly resist change.
Those who overtly resist change.
To be receptive and responsive to
the communications and synergize
with the change initiative.
Resilience is Key to Transformation / Change

3. The Change Management Roadmap
1. Creating the Change Vision.
2. Understanding the preparedness of the organization for that Change
Vision (Behavioral & Technical).
3. Crafting Communications (Content) that targets specific constituencies;
packaging the messenger and the message with the appropriate channel
and medium.
4. Defining and Deploying mechanisms to bridge the gap between Potential
& Performance with respect to;
I. Learning & Training.
II. Infrastructure & Technology.
5. Defining the Rewards, Recognition and Celebration for participating and
contributing to the desired transformation / change state.
6. Monitor, Measure & Manage with Integrated Program Management.
Vision
Current State
(Preparedness)
Communication
(Bridging
Potential &
Performance)
Enabling
Mechanisms
(Future State)
Rewards,
Recognition &
Celebration
Change Renewal
Magic also has a Method

4. Articulating a Common Frame of
Reference (F.O.R.)
Pain: Burning Platform? Remedy: A Better Way?
And / Or

5. Understanding the Current Environment
Diagnosis: Impediments to Change Discovery: How to make Change work
Every Change has a Context that is different

6. Communicating the Change
Message & Content Messenger & Medium
Simple, Meaningful, Intelligible, Laudable, Endurable

7. Bridging Potential & Performance
Learning & Training Performance & Measures
Theory & Practice

8. Predicating the Future
A Clear unified idea about Failure and Success
Consequence Management

9. Reward, Recognition & Celebration
Individual Team Community
Participation & Contribution

10. Program Management – Continuous Improvement
The next threshold of growth
Change is the Only Constant

11. Connect & Collaborate
• Subbu Iyer
• +918904066656 (Mobile)
• +918041289549 (Home
Office)
• http://in.linkedin.com/in/
subbuiyer
• Blog:
http://subbuiyer.wordpre
ss.com/
• Twitter: subbuiyer
• Skype: Subbui