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 plan.
Provides an overarching approach.
Time Frames: Outlines high-level phases, approach, time frames, risks, dependencies, and governance.
Change Plan:
Detailed, week-by-week activities.
Includes milestones, work streams, owners, and is a trackable plan.
Shouldn’t be detailed without a Change Impact Assessment.
Change Management Framework:
Consider using the Change Proud Change Management Framework, which comprises four areas: create the vision, assess the impact, transform behavior, and sustain performance. This framework can guide you when structuring your change plan.
Change Vision:
Articulate success and outcomes.
Assess Impact:
Stakeholder assessment activities and expected outcomes.
Transform Behaviour:
Detailed execution of change program.
Communication plans, training needs analysis, knowledge transfer, etc.
Sustain Performance:
KPI management, tracking, and effectiveness review.
Example Change Plan:
A detailed change plan typically resides in tools like Excel or Microsoft Project. However, having a plan on a page with swim lanes, showing timelines and dependencies can be beneficial for engaging key stakeholders.
For further detail sign-up to the Change Proud programme now.