Change Impact And Readiness Flashcards
What is the change impact, risk and continuity model?
The model describes the interplay between impact, risk, continuity
Impacts of planned change
Risks of not gaining benefits
BAU continuity
All in change must cooperate
What categories can change be in?
Once change defined, impact assessment conducted.
Categorise into:
Intended - most important understand/plan for, vision, removal barriers, disruption, in and out of scope should be reviewed
Unintended - can be most lasting, system goes down, workarounds
Change Mgmt activities - SMEs involvement impacts BAU, workshops etc.
What are the 7S’s in the McKinsey Model?
The model helps with assessment of planned change
How does change impact other areas othe business
Table - current state, suture state, gap, barrier to change, project change activity
7 aspects that need to align = shared values
Structure, systems, styles, staff, strategy, skills
What 5 steps should be taken in a stakeholder impact assessment?
Considers scope, key people to engage - internal and external.
Conduct regularly
- HL Impact Asessment - complexity of group, level of investment?
- Determining impacts - 7s’s checklist for each group
- Analyse impacts - each business area, what needs to happen for success
- Validate impacts - with all groups, change doc, scenario test, pilots, unintended?
- Asses severity - complexity, coverage, overall impact
What is the Beckhard and Harris Change Formula?
Clarifies forces acting for and against change that impacts motivation
Individual goes along with change if effort or cost is worth it
If ABD are 0 then it wont overcome the cost
A - dissatisfaction with status quo
B - desirability of proposed change or end state
D - how practical change is (min disruption & risk)
C = [ABD] > x
Explain the change agent network?
Agents represent colleagues through planning - respected, trusted people
Caution around personal interest
- Dedicated person to assist in info flow
- Network to break silos, look at effects and solutions
- Trusted source, feedback
- In depth knowledge users - challenge, best approaches
- Expert users for new systems/processes
What are their key inputs to a change initiative?
Detailed proposal/plans - change, deliverables, bens, risk
Gap analysis - HL view start, end, gap
Stakeholder assessment and impact on
What impacts severity of change for an organisation?
Severity depends on
Environment - external, culture, strategy, vision, what else is happening -heat maps
Change ability - leadership, structures, frameworks?
History of change - prev mgmt of, cynicism, buy-in
Individual response - stage, reactive
What is change readiness?
Commitment and motivation for change
Hearts and minds
Why can middle managers be good change agents?
Often used, take ownership of change.
Often play big part in making change work
Time can be an issue
What impacts the size of the change agent network?
Impact on BAU Complexity/training Variety of stakeholders Location of stakeholders Past experience of change Time to complete/absorb
Pros and cons - internal vs external recruitment
Internal
Knowledge of org, trust, quick, development
Lack skills, time committed, difficult position, reluctant to move back
External
Perfect skills, leaders respect expert, KT, no emotions
Suspicious, feeling of being done to, lengthy, inductions
What are the five stages of the Tuckman team development model?
- Forming - dependence on direction, many questions, lack clarity roles
- Storming - uncertainty, establish roles, challenge
- Norming- wow established, purpose, clarity
- Performing - unity, support, further improve & learn
- Adjourning/mourning - achievement and loss
What are the 5 elements of an effective change team?
Mission, planning, goal setting - meet to understand rationale, risks, issues
Team operating processes - enable efficient wow
Inter-team relations - how relations should be developed
Team relations - actively support each other, comms, sharing
Team roles - clarify often, accountability
What items should a change plan include?
Stakeholders Comms Developing skills of team Building support/buy in Resistance Feedback Measurement of success
