Navigate Change
Change is complicated. Change management should be simple.
- 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.
Navigate 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.
3. Implement and sustain the change
Prepare manager training, implement and iterate, and develop change resiliency in the organization.
4. Launch LMS training
Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.
Change Management
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
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®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Learn the initiatives and techniques HR can use to build their change management capability, increase buy-in and adoption in their organization, and sustain change so that momentum and gains aren’t lost over time.
Learning Objectives
By the end of this course, learners will be able to:
- Identify change management as a set of clear, manageable components.
- Begin to assess organizational readiness and key stakeholders’ perspectives.
- Identify the features of a detailed change management action and communication plan that can be tailored to both the change itself and their organization.
- Recognize the elements of a sustainment plan that will support momentum and buy-in until the change becomes part of the organization’s culture and processes.
All of our McLean Academy courses have closed captioning available. To turn this function on, click on the C.C. in the bottom right corner of the video screen and click "English" on the options that pop-up.
Course Modules
Change Management - Introduction: Build your change management capabilities to support buy-in, adoption, and sustainment
Change Management - Module 1: Plan for change
Change Management - Module 2: Create the change action and communication plan
Change Management - Module 3: Create the sustainment plan
Change Management - Module 4: Implement and sustain the change
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.
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.
Contributors
- 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
Navigate Change
Activate Frontline Managers in Change Management
Build a Change Sustainment Plan
Craft an Internal Communications Strategy
Develop a Resilient Workforce
Build a Resilient HR Team
Nudges: A Paradigm for HR to Influence Employee Behavior
Effectively Manage the People Aspects of a Merger or Acquisition
The Rise of Organizational Transparency
Neuroscience and HR
Equip Managers to Lead Through Change
Train Managers to Build Key Resilience Behaviors
How to Be an Effective Change Agent
How to Be a Successful Change Champion