In order to do stakeholder management effectively, you need to complete your stakeholder assessment and your mapping. For more detail on stakeholder assessment, please look at our other blogs where we go into that in more detail so you can really understand it. So you need to identify who the stakeholders are, the people who … Continued
Change Strategy vs Plan: Let’s start by clarifying the difference between a change strategy and a plan. These terms are often used interchangeably, and it’s common to find detailed plans labeled as strategies and vice versa. However, in large-scale transformational changes, it’s advisable to separate them for clarity and value. Change Strategy: Prerequisite for the … Continued
Stakeholder assessment is ultimately about identifying and managing any stakeholders that are going to be impacted by or have an influence over your change project or program, and there are ultimately four steps that you should go through: Step 1: Identify Identifying who those key individuals or groups are that would be considered a stakeholder … Continued
A change team can have many different shapes and sizes depending on the need, however, you’re usually going to have the following: A change lead: ultimately, they lead the team A communications and engagement lead: this is often just called the comms lead or the engagement lead; the two terms are used interchangeably, but someone … Continued
What is a Change Strategy? Your change strategy and plan are often used interchangeably, but the terms can be fluid. While they may overlap, it’s beneficial to distinguish them, especially in significant programs. Your change strategy provides the overarching approach for executing the change, focusing on phases. It sets the tone for the change, outlining … Continued
What is the Case for Change? The case for change is essentially your business case for your change program or project. It’s a document crafted before diving into the delivery and execution phase. Typically required upfront to secure funding and resources, it outlines why the change is needed, its consequences, value, vision, time frames, and … Continued
Building strong leadership alignment is crucial, regardless of the size of your change initiative. Underestimating the value of this alignment upfront can lead to a lack of leadership buy-in, which is often the primary reason for the failure of transformation and change initiatives. It’s about helping leaders recognize their influence, understand their critical role in … Continued
Always start with the Vision. This is absolutely imperative, and so many change projects and initiatives, no matter the size or scale, fail because they haven’t started out with really describing what that end state looks like. Your vision should be a statement, an articulation in words which paints a compelling picture of the future, … Continued
Let’s start by looking at a bit of the background theory and the Kubler-Ross change curve, which is a very famous model often referred to when people are talking about change. It illustrates how human beings tend to respond to change, based on the experience of grief, and tells us that generally we find change difficult … Continued
Change management has come a long way over the past decade or so. It’s evolved from a top-down, process-driven, project management based discipline, to an agile, people-centred, integral part of business operations. Effective change management is now a vital component of running an organisation. Formally adopted or not, it exists in some guise in order … Continued