5.2 Formulate the Change Management Strategy Flashcards
5.2 Formulate the Change Management Strategy
The processes in this group are designed to develop the high-level approach for change management with sponsors, change leaders, content developers, program managers, customers, and others on the project. This approach includes governance, risks, resources, budget, and reporting. The change strategy will incorporate, integrate, and align change management plans, activities, tasks, and milestones into the other activities and operations of an organization and its stakeholders at the onset of a change (timing and sequence). Stakeholder engagement is included in this process group.
The Purpose of Formulate the Change Management Strategy
The purpose of Formulate the Change Management Strategy is to develop the overarching approach for how an organization transitions from its current state to its future state. The Change Management Strategy is typically designed to realize a set of goals to achieve specific organizational outcomes.
The Change Management Strategy details the scale, scope, and complexity of the change program and defines the requirements and implementation options, challenges, constraints, opportunities, success criteria, measurements, RACI, and governance for each change management activity needed to achieve successful and sustainable change implementation. It clarifies what needs to be done, why it needs to be done, who will do it, when it will be done, and the expected outcome. It may also include resource and other cost requirements for the change program, such as tools or technology solutions used by the change team, marketing/ communication materials, or events.
The Processes of Formulate the Change Management Strategy
5.2.1 Develop the Communication Strategy
5.2.2 Develop the Sponsorship Strategy
5.2.3. Stakeholder Engagement Strategy
5.2.4 Develop the Change Impact and Readiness Strategy
5.2.5 Develop the Learning and Development Strategy
5.2.6 Develop the Measurement and Benefit Realization Strategy
5.2.7 Develop the Sustainability Strategy
5.2.1 Develop the Communication Strategy
The purpose of Develop the Communication Strategy is to create a strategy that, when executed, ensures that the organization and its customers are aware of and understand the organizational rationale for the change. It ensures that stakeholders are aligned regarding the program’s expected value and benefits to the organization, initiation, progress, challenges, achievements, completion, and realized benefits.
Inputs:
* Change Definition
* Change Impact Assessment
* Current Communication Channels, Tools, and Methods
* Organizational Change Readiness Assessment
* Project Charter and Project Documentation
* Stakeholder Analysis
* Vision Statement
Outputs:
* Communication Strategy
5.2.2 Develop the Sponsorship Strategy
The purpose of Develop the Sponsorship Strategy is to create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change. Responsibility for developing the Sponsorship Strategy should be assigned to the Change Management Lead and include input from others who have knowledge of and experience with the sponsors.
Inputs:
* Change Risks
* Organizational Change Readiness Assessment
* Sponsorship Alignment Assessment
* Stakeholder Analysis
Outputs:
* Sponsorship Strategy
5.2.3 Stakeholder Engagement Strategy
The purpose of Develop the Stakeholder Engagement Strategy is to identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort. The core of stakeholder management and engagement includes taking the appropriate steps to identify stakeholders, conducting a Stakeholder Analysis, identifying the required engagement of the various stakeholders, and identifying the activities needed to achieve the required engagement.
Inputs:
* Current State Analysis
* Change Impact Assessment
* Current Communication Channels, Tools, and Methods
* Communication Strategy
* Sponsorship Strategy
* Stakeholder Analysis
Outputs:
* Stakeholder Engagement Strategy
5.2.4 Develop the Change Impact and Readiness Strategy
The purpose of Develop the Change Impact and Readiness Strategy is to define the approach, scope, roles, and responsibilities in undertaking detailed impact analysis and readiness planning for implementing the change. Understanding the specific impacts on people, processes, tools, organizational structure, job roles, and technology will inform all areas of the change strategy and is critical for developing the Training Strategy and Readiness Strategy.
Inputs:
* Stakeholder Engagement Strategy
* Change Impact Assessment
Outputs:
* Change Impact and Readiness Strategy
5.2.5 Develop the Learning and Development Strategy
The purpose of Develop the Learning and Development Strategy is to define the knowledge, skills, and competencies required for stakeholders to adopt the change, which informs creation and delivery of learning and development programs and training courses. The key components that the Learning and Development Strategy identifies are the skills and competencies needed to perform in the changed environment, those needing training to close the competency gap, the content to be delivered, the method of delivery, and methods to determine the effectiveness of the training.
Inputs:
* Learning Needs Assessment
* Stakeholder Analysis
Outputs:
* Learning and Development Strategy
5.2.6 Develop the Measurement and Benefit Realization Strategy
The purpose of Develop the Measurement and Benefit Realization Strategy is to define success criteria and measures to monitor whether the change is achieving its expected benefits and to adapt the change effect as needed.
It is important to begin measuring as early as possible in the lifecycle of the effort. This provides timely information to gauge the effectiveness of the change strategy, keep the change implementation on track, allow for course correction, and ensure that organizational benefits defined in the project charter are realized.
Inputs:
* Strategic Plan
* Case for Change
* Change Objectives and Goals
* Project Charter
* Success Criteria
Outputs:
* Measurement and Benefit Realization Strategy
* Revised Performance and Rewards Targets
5.2.7 Develop the Sustainability Strategy
The purpose of Develop the Sustainability Strategy is to describe how the change will become part of the organization’s normal functioning. It should define the high-level approach for embedding or institutionalizing the change to achieve the expected benefits and include all streams of change management activity, such as communication and engagement, metrics tracking, performance management, reward and recognition, learning and development, sustaining ownership, and continuous improvement.
Inputs:
* Business Case
* Change Objectives and Goals
* Change Risk Assessment
* Project Charter and Documentation
* Strategic Plan
* Success Criteria and Measures
Outputs:
* Sustainability Strategy
