The Fundamentals of a Change Management Plan

Change is something that a lot of organisations get wrong.

A department might make a company-wide change without the proper facilitation or don’t provide enough support to the individuals responsible for ensuring the new way will be a success.

The first step before making any change in an organisation is to create a culture that embraces new ways of working. They understand that evolution is necessary to be successful and that it’s impossible to continue to do the same thing over and over again.

Once you have the people on your side, you can use these steps to implement your change management plan.

Define Why the Change is Necessary

The easiest way to get your change across is to explain why it’s necessary. Attribute it to the company goals or describe how it will help meet financial or strategic objectives. It’s also a good idea to let your people know what will be in it for them if the change is successful. For example, will they save time, or will it reduce their workload? Demonstrate to them why this is a good thing.

Develop a Communication and Implementation Strategy

While it’s important to interact directly with the individuals involved in ensuring the change is a success, you should also consider communicating with a broader audience. You may be unaware of impacts that may have not been considered in the original change management plan. The earlier you announce your proposal, the sooner these people can engage you. The other benefit is that you control the message and everyone ends up on the same page.

Create a Training Plan

Training is an essential step in the change management plan. It can often determine if it will be a success or failure. It doesn’t have to be a formal classroom session. It could be one on one coaching and development for more minor changes. You may also create cheat sheets or other documents to help people adapt. Just ensure you have some kind of plan to upskill your team members.

Construct a Support Plan

Once the day comes to roll out the new change, you need to have some kind of support mechanism in place in the instance that something doesn’t go to plan. Your people might need some additional help or a reminder on how to adjust to the new way of working. If it’s a technical change, you might want IT team members on standby for any bugs or glitches.

Review the Success of the Change

It’s doubtful this is the only change that will ever occur on your watch. Even if it’s a success, you should conduct a review of how the rollout went. What can you learn from it, and how can you do better next time? Make sure to include a collection of people in your assessment. The more opinions you get, the better the following change will be.

Use a Change Management Plan for All New Initiatives in Your Company

You should have a change management plan no matter how large or small the adjustment you want to roll out. At a minimum, it should incorporate all of these components.

If you have a roadmap full of changes you plan to make, be sure to follow the Better Boss Blog. You’ll find tips, tricks, and guidance on how to ensure these are successful. Follow pwf services on LinkedIn, Instagram, and Facebook, so you never miss a post.

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