ChangeImpulse model for effective changes
The model illustrates the important success factors of any organizational change (in processes, systems, technologies, culture or workplace) in commercial, public or public organizations
If the Change project is not related to the strategic priorities of the organization, the risk of wasted resources, achievement of benefits and ROI increases
If managers do not know how to be leaders of change for their teams and do not maintain the balance "structure-processes-systems-People", the level of chaos, resistance and overload of changes increases
If there is no project management competence, the Change team loses control over the deadline, budget, scope, quality requirements, etc.
The model is based on 5 groups of Change Management processes
Change Impact assessment
The impact of the Change project on the organization as a whole and the readiness of various groups of managers and employees to support the change project are evaluated, the reasons for resistance and the necessary conditions for the transition to a new style of stakeholder work are determined. The risks affecting the company's business are clarified.
The result is a detailed analytical report that shows the current state you are in, who and what is inhibiting effective transformation in the company, which and whose actions will help to successfully implement the expectations of project customers and the Change plan.
Change Management Strategy
Principles, methods of managing the interests and needs of key stakeholders at all stages of the project are developed, taking into account the specifics of organizational factors and culture. A map of interaction with the Sponsor of Changes, methods of controlling the Human Side of Change and feedback from change participants, a concept of training and unique communication, principles of encouragement and full adaptation of stakeholders to their work in changed conditions, etc. are created.
The result: a comprehensive Change Management Strategy for proactive Change adoption by participants in the change process.
Change Management Plan
Includes a detailed action plan for implementing the Change Management Strategy
Result: Integration of the Change Management Plan into the Project Plan
Change Management Plan Implementation
Stakeholders transition to new processes and methods of work according to the project plan is monitored (interaction, training, feedback and communication, adaptation of organizational aspects, etc.). Focus on the emotional background and supporting the involvement of change participants.
Result: the implementation of the project is successful, without "inhibition" by specific people or groups.
Completion
Completion of efforts to implement Changes. Processing of feedback from project stakeholders, planning and implementation of adjustments, transfer of results to the beneficiary of the project results, completion of the change project, continuous improvement
The result: "We work in a new way!" - full adaptation of the Change participants for project benefits comfortable and productive use in everyday work after initiative completion (new processes, tools, methods, competencies, etc.)