- Anonymous, Change Management Manager, Retail
- Anonymous, Management Consultant, Government
- David A. Shore, Faculty, Harvard University
- Ian Menard, Managing Partner, Integrated People Management Consulting
- Dr. Iris Ware, Chief Learning Officer, City of Detroit
- Michael Keneva, Senior Consultant, Organizational Development, Metrolinx
- Phil Buckley, Managing Partner, Changing with Confidence
- Rachel Cotter Davis, Change Management/Organizational Effectiveness Executive, RCD, LLC
- Susan Howard, Talent Solutions, Bermuda Hospitals Board
- Wendy Quan, Founder, The Calm Monkey
- Yvonne Ruke Akpoveta, Organizational Change Management Lead, Olive Blue Incorporated
Originally interviewed for Use Flexible Work Arrangements and Time Off to Attract and Retain Top Talent
- Kim Velluso, VP Human Resources, Siemens Canada
- Kashmira Nagarwala, Change Manager, Siemens Canada
Originally interviewed for Unleash HR Capabilities
- May Tran, CHRL, SPHRi, HR Transformation Lead, Walmart Canada
- Organizations underestimate the importance of the people side of change. Often, the people element is addressed at the last minute – an ineffective and inauthentic approach.
- Many people perceive change management as a complicated, overwhelming process.
- Change may be complex, but change management doesn’t have to be. Simplify complex change by breaking it down into manageable milestones.
- People are always looking for what is new in change management. However, existing models are not broken – the problem lies in the execution and a lack of focus on the people impact.
- Tying change metrics to performance metrics for managers and leaders is an effective way to ensure that someone has accountability for sustaining the change post-implementation.
Impact and Result
- While change can be complicated, change management does not have to be. Break change into digestible components to make it manageable.
- Take the time upfront to be planful about change. Assess readiness and stakeholders to create a customized, relevant, and detailed action plan to effectively address change.
- Develop change resiliency in employees to increase their ability to adapt to change.
This guided implementation is an eight call advisory process.
Guided Implementation #1 - Prepare for the change
Call #1 - Establish an understanding of the change, when HR became involved, and key information to establish about the project.
Call #2 - Review project background and discuss how to assess and prepare for the change.
Call #3 - Examine results of the assessment and select change agents.
Guided Implementation #2 - Create the change action and communication plan
Call #1 - Identify high-level change milestones, select associated metrics, and discuss how to define key communications.
Call #2 - Review process to break down milestones into distinct actions and develop supporting communications.
Guided Implementation #3 - Implement and sustain the change
Call #1 - Review the Lead Through Change training deck and FAQs. Identify areas of customization.
Call #2 - Discuss implementation progress and devise approach to gather and incorporate feedback.
Call #3 - Evaluate the Change Resiliency Guide and identify tactics to continue to develop resiliency among employees.
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- Title: Change Management
- Number of Course Modules: 4
- Estimated Completion Time: 1.5 hours
Discover how to fully realize the benefits of change through effective assessment, planning, communication, and measurement.
By the end of this course, learners will be able to:
- Conduct assessments to inform the change action and communication.
- Apply best practices to deliver regular, clear, and consistent change communications.
- Discuss techniques to build change management capability and resiliency.
- Sustain the change through measurement and iteration.
1 to 1.5 CPD hours per course.
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Prepare for the Change
- Define effective change management.
- Assess readiness for the change.
- Identify stakeholders and change agents.
- Complete the impact assessment.
Key Benefits Achieved
- Guiding principles designed.
- Stakeholders identified.
- Change impact assessed.
- Change agents identified.
Define guiding principles.
- Guiding principles defined
Review readiness assessment to define key priority areas.
Conduct stakeholder analysis.
- Stakeholder analysis conducted
Assess potential impacts of change.
- Impact analysis completed
- Risks established
Select change agents.
- Change agents identified
Module 2: Create a Change Action and Communication Plan
- Develop a high-level action and communication plan.
Key Benefits Achieved
- Action plan for change initiative established.
- Communications outlined.
Identify change milestones.
- Change milestones identified
Scope high-level communication principles.
Outline key actions.
- Key actions outlined
Map communications for each action.
- Completed change action and communication plan
Module 3: Prepare HR for the Change
- Prepare FAQs.
- Tailor the Training Deck: Lead Through Change.
Key Benefits Achieved
- Customized manager training deck.
- Customized FAQs
Customize training deck.
- Customized training deck for managers
Train the trainer (HR).
- Lead Through Change training completed for HR