What is a Change Management Plan?
A change management plan is the outline that informs the use of tools and processes for managing the people side of change. The importance of change management stems from the fact that your employees (or end users) determine the success of your project. Some key aspects of an effective change management process include a communication plan, a sponsorship roadmap, a resistance management plan, a coaching plan, and a strong training plan. A change management plan should more specifically fulfill the following purposes.
- Provide a case for change
- Facilitate Communication
- Manage Resistance
- Manage Implementation Barriers
- Show Progress
- Provide Reinforcement
Tips For Creating A Change Management Plan
Assess Proposed Changes Against Business Goals
It is important to ensure that organizational changes are aligned with your digital strategy and business goals. Changes should support the financial, ethical and strategic goals of your business.
Develop a Strict Timeline
List the who, what, when and how of your proposed change in a very detailed and specific timeline.
- Who will implement the specific aspects of your change?
- What will be affected?
- When will the specific aspects of your change be implemented?
- How will they be implemented?
Create an Impenetrable Communication Plan
The singular goal of your change management communication plan should be to ensure that your goals are transparent and your business leaders are open in their discussions about change. This needs to include discussion of what’s changing and always be sure to include the why. Once you have established open and transparent dialogue it is crucial to schedule times when you will communicate specific aspects of change.
Train Employees to Adjust to the Proposed Changes
Training will likely require some outside resources who are experienced in creating customized training materials based on job roles and responsibilities and who can also provide customized refresher course training at key intervals. It is key to provide training for your managers and employees so that they can learn the new processes and technology and be well engaged with the business.
Select Change Leaders
When selecting change leaders, select people from your management team who are supportive of project goals, are extremely strong and articulate communicators and who are eager and willing to share a message of positivity with employees.
Define change management KPIs that you can use to measure the ongoing effectiveness of the change management process. Ensure that these goals are very calculated. You again may need to leverage outside resources to assist you in defining appropriate KPIs for your specific process.
Don’t be Afraid to Make Needed Changes
Once you have made your plan, and you find that your plan is not effective, modify the plan and continue to confront change resistance. The true test of an organizations ability to accomplish its mission lies in its ability to navigate obstacles and overcome them.
Proper Planning Requires Successful Change Management
It is well known that people have a difficult time adjusting to change, so take into consideration the impact change will have on employees and how they will react to it. Ensure employee engagement by analyzing the impact of change to help you determine change management process steps that will reduce fear and uncertainty amongst employees.
At MCDA CCG we fully understand that change cannot be forced. Our methodology helps companies introduce change at a pace employees can absorb without slowing down your project.
Request a free consultation below or call us at (714) 872-2393 and learn how we help companies remove barriers to change that are wasting costly time.