Standards 5.3 - Develop the Change Management Plan Flashcards
5.3 Purpose of Develop the Change Management Plan
To document the actions, timelines,
and resources needed to deliver the change. The Change Management Strategy provides the
“why” and the “what,” and the Change Management Plan provides the “how.”
5.3 Develop the Change Management Plan - Overall Complexity
Overall complexity of the change effort
and consider:
-Objectives/goals and intended outcomes of the change effort defined in 5.1 Evaluate Change
Impact and Organizational Readiness
-Steps to address the change and by whom
-How to facilitate the change effort
-How the change management effort will be implemented, transitioned, and sustained
-Dependencies of the change plan activities
-Assumptions, issues, and risks
5.3 Develop the Change Management Plan - Questions to Consider
When developing the Change Management Plan, questions to consider and respond to may include:
-What mechanisms will be used to ensure the workforce has or acquires the required skills
and competencies?
-Will technology components be required to facilitate the transition? If so, how will they
be incorporated?
-How will workforce adjustment logistics be managed?
-What mechanisms will be used to ensure the necessary behaviors and attitudes have been
adopted? How will progress be monitored?
5.3.1 Purpose of Develop a Comprehensive Change Management Plan
Include required actions and baseline measures as they pertain to a change effort’s scope, expected benefits, role requirements, resources, activity
schedule, risk, and measurement
5.3.1 Key Components of Develop a Comprehensive Change Management Plan
Key components of the Change Management Plan include:
-Resource Plan: Defines what resources will be necessary to accomplish the tasks.
-Sponsorship Plan: Identifies the change sponsors and defines a course of action to develop
and strengthen the competencies required to effectively lead/sponsor a change initiative.
-Stakeholder Engagement Plan: Identifies actions to engage groups and individuals affected
by the change and then mitigate their resistance to and enlist their support, adoption, and
ownership of the change.
-Communication Plan: Defines internal and external audiences, information, and feedback
requirements of those leading and affected by the change, and specific communication
activities and events.
-Impact Assessment and Readiness Plan: Identifies the actions, roles, and responsibilities
for detailed impact analysis following the high-level impact analysis undertaken in the
assessment phase described in 5.1 Evaluate Change Impact and Organizational
Readiness. It details howand when impacts will be captured during the design, build,
and implement phase of the project, including impact categorization and mapping and
ownership of impact mitigation and management. The Readiness Plan identifies the
organization/customer readiness criteria and readiness management approach.
-Learning and Development Plan: Identifies needs and knowledge gaps of those affected
by the change and provides a course of action to prepare end users with the skills and
knowledge necessary to navigate the change.
-Measurement and Benefit Realization Plan: Defines processes and actions to monitor and
track progress on the project’s key performance indicators as defined in the project charter
and identifies when mitigation strategies need to be implemented if the change effort falls
short of its goals.
-Sustainability Plan: Provides an approach to maintaining the new processes and achieving
a day- to-day method of doing business once the change has become a way of working and
business as usual.
5.3.1.1 Purpose of Resource Plan
Defines the human, physical, and financial resources needed to implement
the expected benefits of the change effort. It identifies how to acquire resources and a timeline
for resource utilization.
5.3.1.1 Key components of Resource Plan
The following sections describe the key components of the Resource Plan.
Human Resources - defines the type of labor needed to support the change management effort.
Physical Resources - determines the physical resources needed to support the change effort (systems hardware, workspace)
Financial Resources - ensures the costs of all resources supporting the change effort are appropriately budgeted for and approved in the overall project plan
5.3.1.1 Resource Plan - Inputs and Outputs
Inputs
-Change Management Resources, Roles, and ResponsibilitiesStrategy
-Communication Strategy
-Learning and Development Strategy
-Change Resources Inventory
-Procurement Guidelines and Policies
Outputs
-Resource Plan
5.3.1.2 Purpose of Sponsorship Plan
Define how to identify, develop, and strengthen the competencies
required to lead/sponsor a change initiative.
This plan builds awareness, establishes understanding, and defines leader/sponsor core responsibilities in a change management activity
5.3.1.2 Sponsorship Plan - Inputs and Outputs
Inputs
-Sponsorship Strategy
-Sponsorship Alignment Assessment
-Stakeholder Analysis
-Sponsor Assessment
Outputs
-Sponsorship Plan
5.3.1.2 - Sponsorship Plan - Key Components
–Definition of specific responsibilities for leaders/sponsors
–Agreement by leaders/sponsors regarding their responsibilities,including how they will work with others engaged in the change activity
–Learning and development plan for theleaders/sponsors
5.3.1.3 Purpose of Stakeholder Engagement Plan
Outlines the activities and metrics that will be established
to ensure stakeholders and stakeholder groups can make the changes required or complete the
steps that will help make change successful in an organization.
5.3.1.3 Stakeholder Engagement Plan - Inputs and Outputs
Inputs
-Stakeholder Analysis
-Stakeholder Engagement Strategy
-Communication Strategy
-Sponsorship Strategy
-Change Risks
Outputs
-Stakeholder Engagement Plan
5.3.1.4 Purpose of a Communication Plan
Defines the internal and external audiences, information, and
feedback requirements of those leading and affected by the change, as well as the specific
communication activities and events.
5.3.1.4 Communication Plan - Key Components
Target Audience, Outcomes, Sender, Key Messages, Communications Channels, Frequency, Timing, Costs and Resources, Reviewers and Approvers, Monitoring and Feedback
