With reference to change management, we have looking at the checklist perspective
Sponsorship Checklist
•Are they aware of their Importance in making changes successful?
•Major reason for success is Active & Visible Sponsorship
•3 biggest roles of Sponsor in supporting Organizational change
•Participate actively & visibly throughout the Project
•Build a coalition of sponsorship with managers & peers
•Communicate effectively with employees
•Many sponsors have moderate to poor understanding of their roles
•Two preferred senders of Communication
•Sponsors need to communicate directly with the employees about the business reasons for change, risk of not changing & why now
•Biggest mistake by sponsors was failing to personally engage as the sponsors of change
•Not participating throughout the entire project
•Abdicating their role to lower level Managers or the Project Team
•Failing to communicate the reasons for change with immediate employees
•Project Team face lot of difficulties when the sponsor does not engage fully in the change
•Is sponsor prepared to manage resistance?
•Managing resistance is the key role of Senior Leaders, Managers & Supervisors
•Sponsor needs to be prepared & ready to deal with resistance in the organization from other senior & middle level managers
•Sponsor need to coach senior leaders on how to identify root causes of resistance & how to manage resistance when it happens
•Setting clear priorities
•For all employees to get engaged in the Project, Organization must be committed to change
Planning Checklist
•Structured Approach (SA)
•Second major reason for success
•SA is more effective & is more likely to achieve Project Objectives
•Customizing change management plan
•One size fits all is ineffective
•Plan should be based on two factors
•The specific characteristics of change i.e. Type, Breadth, Size etc.
•Organization that is impacted by change i.e. History, Culture etc.
•Have you created an effective communication plan
•Effective communication plans are targeted to the audience, use a variety of channels, provide feedback & capitalize on the preferred senders of changed messages
•Plan should architect a complete approach to ensure that the receiver understands key messages
•Have you engaged managers & supervisors in the change management program ?
•M & S plays a crucial role in making changes successful
•They are preferred senders of messages related to how changes impact employees
•They play a crucial role in identifying & managing resistance
•A complete change management approach includes a coaching plan for getting them involved & supportive for change
•Proactive & reactive resistance management strategies & Plan
•Resistance management is the central component of change management
•A good change management approach includes both Proactive & Reactive
•Systems to gather feedback & measure change adoption
•Successful C.M. means project meets he objectives & employees adopt the solution
•How will you know if the project is meeting objectives
•Gather feedback from the employees to find out their position & if they have made the personal change successfully
•Reinforcement Mechanisms
•Whether or not the change sticks
•Develop ways to reinforce the change & keep in place
•Implement mechanisms to keep change in place throughout the project
•Without reinforcement mechanisms, employees will tend to revert back to the old ways of doing things & find work-around
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