Change Management is Execution Assurance
The role of an effective change leader is not to question the validity of the decisions made by leadership, but to provide a roadmap for execution given the scope of the change and the organization’s capacity to deliver the intended result. I utilize a 3-phase project management approach to leading change that can be scaled appropriately to meet the needs of your organization.
of change initiatives fail to reach their desired result
of employees believe their leaders have a clear direction
of change don't know what their company stands for
To ensure a proposed initiative has the potential to achieve its desired result, an initial assessment should be conducted to provide leadership with a clear understanding of the level of effort needed and any risks associated from an organizational standpoint.
Conduct Impact Analysis
Assess Scope of Change &
Organization’s Capacity for Change
Align Assumptions Behind Initiative
Establish Change Steering Committee
Create the Compelling Case for Change
Working in conjunction with the project team dedicated to the new initiative, the change leader will create a project plan to ensure everything is in place and timelines are met to launch the initiative successfully and provide leadership with feedback along the way.
Identify Stakeholder Groups and Create Change Coalition
Create Communication Plan
Identify Allies and Resistors
Increase Manager's Ability to Lead Change
Establish Key Metrics and Plan for Short Term Wins
Execution & Results
As the initiative is launched, the change leader will monitor the Implementation Plan and the organization's reaction while providing leaders guidance and feedback on initial assumptions and recommended course corrections if necessary.
Oversee Communication Plan
Drive Sense of Urgency
Create Momentum and Overcome Inertia
Celebrate Short Term Wins and Recognize Successful Behaviors
Ensure Incentives Are Aligned and Initiative Results Are Achieved