The initial phase of our framework is the PLANNING PHASE. It is the first, and most important, phase of your entire approach.
Thorough planning is key to creating an effective change management framework that will work for your change effort. During this phase you will ask yourself: Who will be affected, what will change, and how will they change?
WHO: Identify your Stakeholders
WHAT: Understand what is changing and WHY
Your Case for Change needs to clearly articulate to the stakeholders why the change is needed, how it will affect them, and what the expected benefits are. What will change for People, Processes, and Technology?
Document the current state, document the expected future state, and perform gap analyses: What is going to change? This is the way you will track and report the progress of the change effort – from the current state to the future state. Identify or develop Key Performance Indicators (KPIs), tailored to measure the unique changes you expect.
For the People component, look at roles and responsibilities, skill sets, training needs, job category and salary changes.
For Processes, understand what will change and how, how will the new processes be documented, and how your stakeholders will be trained on the new processes.
And for Technology, look at any new or changed technology and understand how it will affect the processes and the people.
HOW: How will the change actually be made?
Ideally, the planning phase should occur before the actual change begins. But, if you have already embarked on your change effort, you can still back up and make sure you have adequately covered all of the key elements listed above.
How does your organization plan for a change effort? Do you have any additional suggestions?