PREPARING FOR
CHANGE
Transformation takes more than just technology.
Success depends on people adopting new ways of thinking and working.
(OCM)
Organizational Change Management
is the processes, tools and techniques used to manage the “people side” of transformation. Preparing for change with OCM starts with a few key steps.
Understanding what you do, how you do it and why allows you to identify areas where change will be most impactful — and where obstacles may exist.
CHANGE
PREPARING FOR
Document your current state.
External: Customers, vendors, suppliers, partners
Mission
Begin with a deep dive to understand your current people, processes and technologies.
go back home
Document your current state.
Document your current state.
Define your expected future state.
Define your expected future state.
Outline a transitional state.
Outline a transitional state.
Perform a readiness assessment.
Perform a readiness assessment.
Develop your change management strategy.
Develop your change management strategy.
go back home
Look back to your core business challenges and drivers for transformation to clearly define your goals.
Are there opportunities for growth or improvement within existing processes, products or services?
Which technologies, toolsets or process changes will best help you improve business outcomes?
Keep your end users in mind. How will your transformation efforts ultimately deliver value?
How will success be defined and measured?
Once you’ve gone through the exploratory process of deining your current state, you can begin to envision a future state that addresses existing pain points and opportunities.
Define your expected future state.
Are there pre-built or managed solutions which can meet your needs? Or will you customize and manage solutions in-house?
Will you adjust processes to fit new tools or customize tools to fit existing processes?
Whose roles or routines will change as a result of the coming transformation? How will you train and support employees in the transition to new ways of working?
Are there areas of expected resistance? How will you shift your culture to ensure adoption and sustained usage of new technologies and processes?
Connect the dots between where you are and where you want to be by identifying which areas of your organization will need to transform along the way.
Outline a transitional state.
Perform a readiness assessment.
Evaluate your organization's maturity level or ability to adapt to change. This will become the starting point from which you begin to build your transformation roadmap.
Consider the change characteristics, including scope, depth and overall scale of the transformation. How many departments, employees and processes will be impacted?
How engaged, supportive and empowered is your leadership team?
How might your current culture and value system help or hinder change? What other barriers might exist?
What is the current workforce climate? Is there an appetite for transformation or is your organization already undergoing a large degree of change?
Use a Project Change Triangle (PCT) framework to evaluate the three cornerstones of change: leadership, project management and change management.
Use an ADKAR assessment to begin outlining the goals and outcomes of successful change: Awareness, Desire, Knowledge, Ability, Reinforcement
Communication strategy: Develop a plan to communicate the right messages to the right recipients — in the right way and at the right time.
Sponsorship & leadership strategy: Ensure executive and leadership alignment by developing a detailed account of specific actions required to support transformation.
Coaching strategy: Create a plan for helping managers and supervisors transition themselves and their direct reports through the changes associated with transformation.
Training strategy: How will you equip and reinforce all those impacted with the knowledge and skills required to succeed with new ways of working?
Resistance management strategy: Have a plan in place for managing resistance both proactively and reactively.
With this information in hand, you’ll have everything you need to start putting your plan on a page. A formal strategy will help keep your transformation on track.
An effective OCM strategy should include:
Develop your change management strategy.
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Conclusion
Conclusion
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With these steps completed, you’ll have established the groundwork for a successful digital transformation journey.
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first step in this
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Enabling the human side of digital transformation
How do you empower your workforce to learn new skills, embrace new solutions and sustain new business practices?
Vision
Process documentation
Score cards
Key Performance Indicators (KPIs)
Dashboards
CRM
ERP
Hardware
Infrastructure
BI software
People
Process
Technology
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Internal: Executives, directors, managers, business analysts, employee end users, etc.
Develop your change management strategy.
Develop your change management strategy.
Perform a readiness assessment.
Perform a readiness assessment.
Outline a transitional state.
Outline a transitional state.
Define your expected future state.
Define your expected future state.
Document your current state.
Document your current state.
