Change Management Resource Center

Support your organization through change by leveraging our extensive portfolio of research-driven change management tools, templates, training, and blueprints.

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HR professionals support their organizations with change in a variety of ways. This center helps HR keep in mind how a change will align with the organization and how to plan for change, be clear and consistent with communication, develop and train employees to build their change management capability, and measure and iterate to sustain a change. Whether you are leading through change on a project or supporting employees with adjusting to a change, McLean & Company’s Change Management Resource Center can help.

Build change management capability across the organization by providing support through the five key stages of a change project and leveraging the materials in this resource center.

Effective change management requires the support of many different key players. To assist HR and these individuals, use McLean & Company’s toolkits, which contain change management tools, templates, training, and research to support the key players throughout a change management project.

HR

Supports the people side of the change process. Responsibilities will vary based on the size and scope of the change and the organization. Helps the organization manage through change.

People Change Lead

Leads the people side of the change using processes and tools to help employees adopt the change.

Project Lead

Leads the project team using project management skills and tools to ensure project requirements are met and the solution is delivered. Sometimes the project lead also acts as the change lead.

Change Champion/ Project Sponsor

Acts as the face of the change and launches the change.

Change Agents

Disseminate key messages throughout the organization and share feedback with the project/change team. Are influential advocates for the change who are scattered throughout the organization.

Senior Leaders/ C-Suite

Help to define the change by articulating the need and the rationale. Communicate high-level vision for the change, model expected behaviors and coach others through the change.

Function/Department Leads/Managers

Are a main point of contact for employees during a change. Communicate the change and act as a conduit for feedback. Model expected behaviors and coach others through the change.

Marketing/ Communications

Manage the creation and distribution of change communications internally and externally, where necessary.

Learning and Development

Manage the development and/or delivery of training to support the change. Create and maintain the training plan.

How We Deliver

Change Management Resource Center

Our Approach to Change Management