- 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.
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