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Navigate Change

Change is complicated. Change management should be simple.

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  • 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.

Our Advice

Critical Insight

  • 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.

Research & Tools

1. Prepare for the change

Determine HR responsibilities, readiness of organization to change, effect of change on stakeholders, and overall impact of change.

2. Create the change action and communication plan

Break the change into manageable milestones with defined action and associated communications.

4. Launch LMS training

Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.

Guided Implementations

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.

Change Management

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Course Information

  • Title: Change Management
  • Number of Course Modules: 4
  • Estimated Completion Time: 1.5 hours

Learning Outcome

Discover how to fully realize the benefits of change through effective assessment, planning, communication, and measurement.

Learning Objectives

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.
HRPA Certification Pre-Approved Logo

1 to 1.5 CPD hours per course.

SHRM Certification Logo

McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

HRCI Institute Recognized Provider Logo

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®.

Course Modules

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Module 1

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Module 2

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Module 3

Onsite Workshop

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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

The Purpose

  • 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.


Identify stakeholders.


Conduct stakeholder analysis.

  • Stakeholder analysis conducted

Assess potential impacts of change.

  • Impact analysis completed

Complete doomstorming.

  • Risks established

Select change agents.

  • Change agents identified

Module 2: Create a Change Action and Communication Plan

The Purpose

  • 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

The Purpose

  • Prepare FAQs.
  • Tailor the Training Deck: Lead Through Change.

Key Benefits Achieved

  • Customized manager training deck.




Customize FAQs.

  • Customized FAQs

Customize training deck.

  • Customized training deck for managers

Train the trainer (HR).

  • Lead Through Change training completed for HR