5.1 Evaluate Change Impact and Organizational Readiness Flashcards
5.1 Evaluate Change Impact and Organizational Readiness
The processes in this group are designed to assess, evaluate, and anticipate an organization and its stakeholders’ readiness, ability, and capacity to undergo a transition from the current state to a future state. The processes also include an assessment of the change and the impact the change will have on the individual and organization. History, culture, and value systems play key roles in these evaluations. The results provide change practitioners with information to calibrate leader expectations and to scale and customize change management plans and activities.
The Purpose of Evaluate Change Impact and Organizational Readiness
The purpose of Evaluate Change Impact and Organizational Readiness is to:
* Review the overall change and how it will impact the organization
* Establish whether the organization is ready and able to adopt the proposed change
This comprehensive evaluation involves a series of processes. Each process outlines the purpose of the activity, main areas of focus, and key inputs and outputs. These processes are closely linked to the order in which they are typically performed.
The Processes of Evaluate Change Impact and Organizational Readiness
5.1.1 Define the Change
5.1.2 Determine Why the Change is Required
5.1.3 Develop a Clear Vision for the Future State
5.1.4 Identify Goals, Objectives, and Success Criteria
5.1.5 Identify Sponsors Accountable for the Change
5.1.6 Identify Stakeholders Affected by the Change
5.1.7 Assess the Change Impact
5.1.8 Assess Alignment of the Change with Organizational Strategic Objectives
and Performance Measurement
5.1.9 Assess External Factors that May Affect Organizational Change
5.1.10 Assess Organization Culture(s) Related to the Change
5.1.11 Assess Organizational Capacity for Change
5.1.12 Assess Organizational Readiness for Change
5.1.13 Assess Communication Needs, Communication Channels, and Ability to
Deliver Key Messages
5.1.14 Assess Learning Capabilities
5.1.15 Conduct Change Risks Assessment
5.1.1 Define the Change
The purpose of Define the Change is to discern and specify the change the organization intends to adopt to meet a strategic objective. Fundamental questions around the change, the purpose, who will be impacted and how, and alignment of the change with organizational goals and needs are key to defining the change.
Inputs:
* Business Case
* Research
* Charter
* Strategic Plan
* Success Measures
Outputs:
* Change Definition
* Charter
5.1.2 Determine Why the Change is Required
The purpose of Determine Why the Change is Required is to explain the current opportunity, risks or consequences, and benefits.
This process develops the Case for Change to support the organization’s vision and clearly articulate its expected benefits to the organization.
Inputs:
* Business Case
* Change Definition
* Charter
* Strategic Plan
* Success Measures
Outputs:
* Business Case
* Charter
5.1.3 Develop a Clear Vision of the Future State
The purpose of Develop a Clear Vision of the Future State is to facilitate the development of the organization’s operating state after the change has been adopted.
This process focuses on developing and describing a common direction for the future state so that stakeholders can envision it in operation and foresee the value of the future state.
Inputs:
* Organization Vision, Mission, Values
* Business Case
* Change Definition
* Strategic Plan
Outputs:
* Vision Statement
5.1.4 Identify Goals, Objectives, and Success Criteria
The purpose of Identify Goals, Objectives, and Success Criteria is to provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state.
This process directs focus to actual change results and anticipated outcomes rather than tracking the change process. It should establish key change objectives and goals that define progress toward the change. The process should also describe the key parameters that measure when goals and objectives are attained, which will enable the associated success criteria to
be identified.
Inputs:
* Business Case
* Charter
* Strategic Plan
* Vision Statement
* Change Definition
Outputs:
* Change Objectives and Goals
* Success Criteria and Measures
5.1.5 Identify Sponsors Accountable for the Change
The purpose of Identify Sponsors Accountable for the Change is to connect the change to its owners and determine accountability requirements.
This process identifies the sponsors accountable for the change and assesses their alignment with and commitment to the change.
Inputs:
* Change Definition
* Charter
* Stakeholder Analysis
* Current Organizational Charts and Profiles
Outputs:
* Sponsor Identification
* Sponsor Assessment
5.1.6 Identify Stakeholders Affected by the Change
The purpose of Identify Stakeholders Affected by the Change is to identify stakeholder attributes, such as level of influence, commitment, or rules, and determine the size, scope, and complexity of the change’s impact on key individuals and groups.
This process identifies those affected by the change and those with the ability to influence the outcome. The process also establishes roles within the change initiative and may identify individuals or groups with multiple roles. The process should group stakeholders to facilitate organizational and individual change activities.
Inputs:
* Change Definition
* Vision Statement
* Current Organizational Charts and Profiles
* Research
* Charter
Outputs:
* Stakeholder Analysis
5.1.7 Assess the Change Impact
The purpose of Assess the Change Impact is to analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology.
This process involves identifying and categorizing who and what will be affected, assessing the degree of change occurring within these areas, and describing the change.
This process determines the size, scope, timing, and complexity of the change effort. It is used to inform and guide the formation of the change strategy and identify activities required to manage risk and resistance that may be associated with the change.
Inputs:
* Change Definition
* Vision Statement
* Research
* Stakeholder Analysis
Outputs:
* Change Impact Assessment
5.1.8 Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurement
The purpose of Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurement is to anticipate the impact of the expected benefits on the organization’s strategic goals and objectives.
The process assesses where alignment and misalignment of objectives, targets, results, and performance measures occur between the future state and the current state.
Inputs:
* Strategic Plan
* Current Vision Statement
* Future State Vision Statement
* Case for Change
* Risk Plan
Outputs:
* Organizational Assessment
* Modifications to Organizational and Enterprise Performance Targets (Goals and Objectives)\
* Modifications to Strategic Plan
* Modification to Business Case
* Modification of Vision Statement
5.1.9 Assess External Factors that may Affect Organizational Change
The purpose of Assess External Factors that May Affect Organizational Change is to identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholder adoption of the future state.
This process is used to determine external factors that will enable or constrain the change effort and identify how those forces will influence the change approach. This is an iterative process because the external environment can introduce new risks or opportunities that can affect the change outcomes.
This process is used to guide and inform the development of the Change Management Strategy.
Inputs:
* Business Case
* Vision Statement
* Strategic Plan
Outputs:
* External Environment Impact Assessment
5.1.10 Assess Organization Culture(s) Related to the Change
The purpose of Assess Organization Culture(s) Related to the Change is to determine the cultural elements within the organization that may help or hinder the change direction and achievement of expected benefits. Organizational culture is defined as the shared values of and behaviors uniquely common to an organization. Organizational culture is integral in determining how tasks are completed, the way people interact with one another, the language they use when communicating, and the attitudes, goals, values, and leadership behaviors that are exhibited.
This process determines if the organization’s current culture, structure, processes, and performance management system will support the change.
Inputs:
* Core Values and Behaviors
* Current Communication Channels, Tools and Methods
* Opinion Surveys and Feedback Assessments
* Vision Statement
Outputs:
* Culture Assessment
5.1.11 Assess Organizational Capacity for Change
The purpose of Assess Organizational Capacity for Change is to determine the ability of the various stakeholders impacted by the change to adopt the change and move toward the
future state.
The capacity of an organization to adopt new changes is dependent on a variety of internal and external factors.
Inputs:
* Competency Assessment
* Culture Assessment
* Organization’s Historic Experience with Change
* Stakeholder Assessment
* External Environment Impact Assessment
* Change Impact Assessment
* Inventory of Change-Related Resources
Outputs:
* Organizational Change Capacity Assessment
5.1.12 Assess Organizational Readiness for Change
The purpose of Assess Organizational Readiness for Change is to determine the organization’s preparedness for change activities.
This process assesses the preparedness of the conditions, attitudes, and resources needed for a change to happen successfully.
This process is used to develop action plans if major
weaknesses in the organization’s readiness are identified.
Inputs:
* Change Objectives and Goals
* Culture Assessment
* Organizational Change Capacity Assessment
* Organizational Alignment Assessment
* Sponsorship Alignment Assessment
* Vision Statement
* Risk Assessment
Outputs:
* Organizational Change Readiness Assessment
