Establish a game plan to manage individual change impacts.
Document the risk assumptions and opportunities stemming from the impact analysis.
Risk and Opportunity Assessment
Module 3: Establish Collaborative Roles and Develop an Engagement Plan
Define a clear and compelling vision for change.
Define roles and responsibilities of the core project team for OCM.
Identify potential types and sources of resistance and enthusiasm.
Create a stakeholder map that visualizes relative influence and interest of stakeholders.
Develop an engagement plan for cultivating support for change while eliciting requirements.
Key Benefits Achieved
Begin to communicate a compelling vision for change.
Delegate and divide work on elements of the transition plan among the project team and support staff.
Begin developing a communications plan that appeals to unique needs and attitudes of different stakeholders.
Cultivate support for change while eliciting requirements.
Involve the right people to drive and facilitate change.
Solidify the vision of change to reinforce and sustain leadership and commitment.
Proactively identify potential skeptics in order to engage them early and address their concerns.
Stay one step ahead of potential saboteurs to prevent them from spreading dissent.
Find opportunities to empower enthusiasts to stay motivated and promote change by encouraging others.
Formalize the stakeholder analysis to identify change champions and blockers.
Formalize the engagement plan to begin cultivating support while eliciting requirements.
Communications plan requirements
Module 4: Develop and Execute the Transition Plan
Develop a realistic, effective, and adaptable transition plan, including:
Clarity around leadership and vision.
Well-defined plans for targeting unique groups with specific messages.
Resistance and contingency plans.
Templates for gathering feedback and evaluating success.
Key Benefits Achieved
Execute the transition in coordination with the timeline and structure of the core project.
Communicate the action plan and vision for change.
Target specific stakeholder and user groups with unique messages.
Deal with risks, resistance, and contingencies.
Evaluate success through feedback and metrics.
Sustain changes by adapting people, processes, and technologies to accept the transition.
Decide which action to take on enablers and blockers.
Start developing the training plan early to ensure training is properly timed and communicated.
Sketch a communications timeline based on a classic change curve to accommodate natural resistance.
Define plans to deal with resistance to change, objections, and fatigue.
Consolidate and refine communication plan requirements for each stakeholder and group.
Build the communications delivery plan.
Define the feedback and evaluation process to ensure the project achieves its objectives.
Formalize the transition plan.
Module 5: Institute an OCM Playbook through the PMO
Establish post-project benefits tracking timeline and commitment plans.
Institute a playbook for managing organizational change, including:
Clarity around roles and responsibilities.
Reusable tools and templates.
Key Benefits Achieved
A process for ensuring the intended business outcomes are tracked and monitored after the project is completed.
Repeat and scale best practices around organizational change to future PMO projects.
Continue to build your capabilities around managing organizational change.
Increase the effectiveness and value of organizational change management.
Review lessons learned to improve organizational change management as a core PM discipline.
Monitor capacity for change.
Organizational Change Capability Assessment
Define roles and responsibilities.
Formalize and communicate the organizational change management playbook.
Organizational Change Management Playbook
Regularly reassess the value and success of organizational change management.
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