Assess the size and nature of the change
Conduct organizational impact analysis: type of change, degree of change (incremental vs. dramatic), individuals impacted, time frame
Determine degree of change planning required based on impact analysis (the bigger the change, the more complete the plan)
Review CM program governance requirements
Review project objectives and requirements
Identify stakeholder groups impacted by the proposed changes—internal and external
Identify potential issue areas: resistance, work overload, apparent skill gaps
Conduct analysis for each stakeholder group
Determine degree of impact to each stakeholder group: low, medium, high
Determine what roles each stakeholder group will need to play
Assess what concerns each group may have and how each group is likely to react to the changes
Conduct a stakeholder commitment assessment and incorporate results into the stakeholder analysis
Determine what is needed from each group
Determine how best to work with each group
Conduct change Readiness assessment with stakeholder groups
Analyze results of the Readiness assessment and note areas of concern
Develop approach to address areas of concern
Assess sponsor and business lead capabilities to manage change
Educate sponsor and business lead on roles/responsibilities
Educate sponsor and business lead on change, as needed
Develop plan to engage leaders as part of sponsorship for the change
Create periodic meeting schedule: biweekly, monthly, quarterly Consider using forums that already exist
Clarify and communicate leadership accountabilities as part of the change
Address resistance when it occurs
Develop communications plan
Identify the audiences for the change, both internal to the impacted organization and externally in the remainder of surety
Executive and business leaders, mid-level managers and supervisors, frontline employees
Identify and develop key messages
Review key messages for the cornerstone program
Develop unique messages for each audience based on change impact to them
Customize messages where needed based on results of stakeholder analysis
Determine content timing, packaging, delivery method, frequency, and sender
Consider “who” should deliver message, for each key message
Review communication plan with sponsor, business lead, project manager, and CM program team
Develop training needs assessment
Identify and document necessary skill and/or behavior changes required to support the change and assess current gaps
Identify stakeholders that require training
Conduct a needs assessment and gap analysis for each
Document requirements for training development
Develop resistance management plan
Review results of Readiness assessments
Define what resistance may look like
Define a strategy for managing resistance
Review the resistance management approach with the primary sponsor
Communicate the resistance management plan to leaders in the stakeholder organizations
Develop measurement plan
Identify which measurement categories and tools to use
Customize selected tools to project needs
Collect measurements based on project roll-out schedule
Integrate CM plan activities with overall project plan
Track progress of tasks
Evaluate results, resolve issues, and adjust plans as required
Develop implementation checklist
Develop list of all work that must be completed prior to implementation
Review list with project team, project sponsor, and business lead
Make sure that all tasks are accounted for and completed
Create action plan to address those items not completed
Develop staff transition plan—requires HR involvement
Identify jobs that may require movement of people
Identify type of change
Identify new skills required
Identify individuals impacted (HR)
Identify actions by individual (HR)
Identify communication messages for individuals and the broader organization
Collect and analyze feedback—to be handled centrally by the CM program team
Identify feedback collection tools and process based on overall program approach
Collect feedback from the organization: pre-change, during change, after implementation
Analyze feedback and compliance data
Develop action plans to address issue areas
Conduct training needs assessment
Identify the individuals to provide information and list those names in the source column of the needs assessment tool
Conduct interviews
Document findings in the assessment and conduct any required follow-up
Diagnose gaps and manage resistance
Identify root causes of resistance
Develop corrective actions
Provide information to sponsor and leaders to manage change
Identify early wins
Communicate and celebrate successes
Develop organizational alignment action plan
Customize the tool to the project situation you are in: eliminate areas of the action plan that are irrelevant and add those that may be needed
Facilitate a discussion with the appropriate individuals to assess existing systems and structures using the template work sheet
Identify areas where current infrastructure may need to be modified to sustain the change objectives
Validate the data and gain alignment with HR and the appropriate stakeholder groups
Add the action steps to the detailed change management plan and execute the steps during implementation
Develop the change integration checklist
Define the audience for conducting the change integration checklist
Could be a random sample or the entire organization
Determine the best means to conduct the survey: electronic, facilitated meetings, Excel spreadsheet, etc.
Analyze the results and identify common themes
Report findings to sponsors and stakeholders as appropriate
Develop action plans to address gaps
Conduct the survey again in 90–120 days to determine progress
Conduct after-action review of the change management process
Select participants: project team and stakeholder
Conduct meeting
Capture and reuse lessons learned from change process
