Change Management Masterclass

Leadership

Are you addressing the different dimensions of leading change?

Have you identified the leadership task within the change?

Do you understand the leadership roles within this change?

What are the key competencies of change management?

What are the most appropriate leadership styles?

Are you juggling the different dimensions of:

Outputs & Outcomes - Developing & delivering business outcomes
Stakeholders & Interests - Mobilising influence, power & authority
Emotions & Culture - Enabling people& culture to adapt; whilst...
Maintaining the appropriate authenticity and congruency in your leadership style

Orientation

Have you a process for identifying the key external and internal drivers?

Do you know what you need to know, a process for collecting the data and a rigorous decision making process?

Have you identified, analysed and engaged all stakeholders?

Have you created a shared vision of the future?

Have you got a compelling business case for the changes and their benefits?

Are you clear about your underlying principles for the change and values for the organisation?

Mobilisation

Have you identified, analysed and engaged all stakeholders?

Do you have a plan to communicate, involve and engage all stakeholders?

Have you created a “facilitating environment” for change to happen?

Are managers throughout the organisation clear of their roles and responsibilities in the change?

Is there managerial capacity and capability to manage the changes?

Are staff clear as to what the changes are and how they will be affected?

Have you created a culture for dialogue to occur?

Organisation

Are you satisfied that both Task and People Processes have been covered?

Are you clear how planned and how emergent your change strategy needs to be?

Do you have a rigorous project management methodology to draw upon if needed?

Do you have clear decision making and problem solving in place?

Do you have a credible change team formed?

Transition

Have managers and staff been provided with the necessary ongoing support and challenge for the changes?

Have steps be made to help people through the transition process?

Are the necessary training and development interventions in place?

Is disturbance seen as an appropriate response and steps made to ameliorate it?

Is communication and dialogue continuing on an ongoing basis?

Implementation

Are the implementation plans linked to strategic objectives and organisational realities?

Do you have a rigorous project management methodology to draw upon if needed?

Do the change team and related areas have the right structure, processes and governance in place?

Is there adequate access to coaching, supervision, training and development for managers and staff?

Are there effective monitoring and evaluation processes and feedback loops in place?

Integration

Have the necessary connections been made between the different parts of the organisation?

Have the embedding processes been installed?

Are there ongoing effective monitoring and evaluation processes and feedback loops in place?

Are the different aspects of a learning organisation being developed?

In what ways have the changes become business-as-usual and what is still left to do?