Making the Change

Assuming a well-executed Planning Phase, you would have identified who will be affected, what will change, and how they will change.  Move forward with these steps, to make the change:

Communication

•  Communicating about the “Case for Change” and following the Stakeholder Engagement and Communications Plans,

Measurement

•  Tracking, Measuring & Communicating the progress of the change (using KPIs, gap analyses, Dashboards),

 Managing People/Skills Issues

•  Working with HR to make sure that job descriptions are updated, hiring plans are developed, and training is arranged.

 Continuous Improvement

•  And finally, it is critical to ensure that any feedback is funneled to the right individuals that can resolve issues or tweak the change effort…(an example of a tweak might be around training needs – more or less training than originally planned).

This phase is typically the longest and needs to be executed repetitively throughout the effort to ensure consistent communication, measurement and improvement.  Note that making the change is necessary but not sufficient, you will need to continue to reinforce the change to ensure adoption. 

What elements are most critical to you when your organization is in the throes of making a change?

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Julie Medulan

​About the Author
 
Julie Medulan is the Director of Practice Management and a Principal Consultant, for ProcureVision, LLC.  Creation of and education around consulting methodologies and processes is a key part of her role, to ensure each client has an implementable solution and a successful outcome.  ProcureVision’s clients reap the benefits of Julie’s consulting proficiency through the proven methodologies our teams use to delivers our consulting engagements.