5.1 Evaluate CM & Org Readiness

Question 1

What is the purpose of the Evaluate CM & Org Readiness processes?

Answer 1

To review the overall change and how it will impact the organization.

To establish whether the organization is ready and able to adopt the proposed change.

Question 2

What are the Evaluate CM & Org Readiness processes?

Answer 2

1. Define the Change
2. Determine Why the Change is Required
3. Develop a Clear Vision for the Future State
4. Identify Goals, Objectives, and Success Criteria
5. Identify Sponsors Accountable for the Change
6. Identify Stakeholders Affected by the Change
7. Assess the Change Impact
8. Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurements
9. Assess External Factors that May Affect Organizational Change
10. Assess Organization Culture(s) Related to the Change
11. Assess Organizational Capacity for Change
12. Assess Organizational Readiness for Change
13. Assess Communication Needs, Communication Channels, and Ability to Deliver Key Messages
14. Assess Learning Capabilities
15. Conduct Change Risks Assessment

Question 3

Each of the 5 change management processes are structutred how?

Answer 3

Comprehensive Evaluation
* Purpose of the activity
* Main areas of focus
* Key inputs and outputs

Question 4

Each process should be the product of wide and proactive consultation to close the gap between what?

Answer 4

To close the gap between the strategic intent and formation of strategies and plans that will achieve the expected benefits.

Question 5

Define the Change: What is the purpose?

Answer 5

To discern and specify the change the organization intends to adopt to meet a strategic objective.

Question 6

Define the Change: What are some fundamental questions to answer?

Answer 6

Fundamental questions that are key to defining the change are
* The purpose
* Who will be impacted and how
* Alignment of the change with organizational goals and needs

Question 7

Define the Change: These inputs:
* Business case
* Research
* Charter
* Strategic plan
* Success measures
inform what outputs?

Answer 7

Outputs

• Change Defiition
• Charter

Question 8

Determine Why the Change is Required: What is the purpose?

Answer 8

To explain the current opportunity, risks or consequences, and benefits.

This process develops the Case for Change.

Question 9

Determine Why the Change is Required: What does the Case for Change do?

Answer 9

The Case for Change supports the organization’s vision and clearly articulated its expected benefits to the organization

Question 10

What is one of the biggest risks to successfully gaining stakeholder adoption?

Answer 10

A misunderstood or incomplete change rationale.

Question 11

Determine Why the Change is Required: These inputs:
* Business case
* Change definition
* Charter
* Strategic plan
* Success measures
inform what output?

Answer 11

Outputs
* Business Case
* Charter

Question 12

Develop a Clear Vision for the Future State: What is the purpose?

Answer 12

Facilitate the development of the organization’s operating state after the change has been adopted.

Developing and describing a common direction for the future state so that stakeholders can envision it in operation and foresee the value of the future state.

Question 13

Develop a Clear Vision for the Future State: These inputs:
* Organization, vision, mission, values
* Business Case
* Change Definition
* Strategic Plan
inform what output?

Answer 13

Output
* Vision Statement

Question 14

Identify Goals, Objectives, and Success Criteria: What is the purpose

Answer 14

To provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state.

Process directs focus to actual change results and anticipated outcomes rather than tracking the change process.

It should establish key change objectives and goals that define progress toward the change.

The process sould also describe the key parameters that measure when goals and objectives are attained, which will enable the associated success criteria to be identified.

Question 15

Identify Goals, Objectives, and Success Criteria: Does it track progress toward the change or track the change process?

Answer 15

It tracks progress toward the change.

Question 16

Identify Goals, Objectives, and Success Criteria: These inputs:
* Business Case
* Charter
* Strategic Pan
* Vision Statement
* Change Definition
inform what output?

Answer 16

Output
* Change Objectives and Goals
* Success Criteria and Measures

Question 17

Identify Sponsors Accountable for the Change: What is the purpose

Answer 17

To connect the change to its owners and determine accountability requirements.

Question 18

Identify Sponsors Accountable for the Change: When you identify sponsors what information do you capture?

Answer 18

Capture sponsor:
* Motivations
* Abilities
* Expectations
* Concerns regarding the change

Question 19

Identify Sponsors Accountable for the Change: These inputs:
* Change Definition
* Charter
* Stakeholder Analysis
* Current Organizational Charts & Profiles
inform what output?

Answer 19

Output
* Sponsor Identification
* Sponsor Assessment

Question 20

Identify Stakeholders Affected by the Change: What is the purpose?

Answer 20

To identify who is affected by the change
To identify those who can influence the outcome.

Identify stakeholder attributes, such as level of influence, commitment, or rules, and determine the size, scope, and complexity of the change’s impact on key individuals and groups.

Question 21

Identify Stakeholders Affected by the Change: What is the purpose? What is the Stakeholder Analysis used for?

Answer 21

Stakeholder Analysis is used in the development of the Change Management Strategy.

Also to prepare stakeholder engagement, communication, and learning development plans.

Question 22

Identify Stakeholders Affected by the Change: What information should be captured?

Answer 22

This process should capture information regarding
* Motivations
* Expectations
* Concerns
* Attitudes toward the change

Question 23

Identify Stakeholders Affected by the Change: These inputs:
* Change Definition
* Vision Statement
* Current Organizational Charts & Profiles
* Research
* Charter
Inform what output?

Answer 23

Output
* Stakeholder Analysis

Question 24

Assess the Change Impact: What is the purpose?

Answer 24

To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles and technology.

Question 25

Assess the Change Impact: What does this process determine?

Answer 25

The size, scope, timing, and complexity of the change effort

Question 26

Assess the Change Impact: What does this process inform?

Answer 26

To inform and guide the formation of the change strategy and identify activities required to manage risk and resistance that may be associated with the change.

Question 27

Assess the Change Impact: These inputs:
* Change Definition
* Vision Statement
* Research
* Stakeholder Analysis
inform what ouptut?

Answer 27

Output
* Change Impact Assessment

Question 28

Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurements: What is the purpose?

Answer 28

To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives.

The process assesses where alignment and misalignment of objectives, targets, results and performance measures occur between the current and future state.

Question 29

Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurements: Who do you work with to conduct alignment?

Answer 29

Conduct a review of strategy with the relevant
* Individuals
* Executive Level
* Strategic Planning Office
* Change Management Office
* Project/Program Management Office

Question 30

Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurements: Does this process identify potential change obstacles, conflicts and oportunities to manage or address them?

Answer 30

Yes, change management practitioners are responsible for driving appropriate actions to overcome obstacles and avoid or minimize adverse effects.

Question 31

Assess Alignment of hte Change with Organizational Strategic Objectives and Performance Measurements: What are the 4 results?

Answer 31

Process produces four (4) results
1. Confirm that change and strategy are in alignment
1. Adapt strategy if change is deemed necessary but is insufficiently aligned with current strategy.
1. Postpone change until it is more aligned to organization strategy
1. Cancel change

Question 32

Assess Alignment of hte Change with Organizational Strategic Objectives and Performance Measurements: These inputs:
* Strategic Plan
* Current Vision Statement
* Future State Vision Statement
* Care for Change
* Risk Plan
inform what outputs?

Answer 32

Outputs
* Organizational Alignment Assessment
* Modifications to Organizational and Enterprise Performance Targets (Goals & Objectives)
* Modifications to Strategic Plan
* Modification of Business Case
* Modification of Vision Statement

Question 33

Assess External Factors that May Affect Organizational Change: What is the purpose?

Answer 33

To identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholder adoption of the future state.

Question 34

Assess External Factors that May Affect Organizational Change: What does this process guide?

Answer 34

The Change Management Strategy.

Question 35

Assess External Factors that May Affect Organizational Change: These inputs
* Business Case
* Vision Statement
* Strategic Plan
inform what outputs?

Answer 35

Output
* External Environment Impact Assessment

Question 36

Assess Organization Culture(s) Related to the Change: What is the purpose?

Answer 36

To determine the cultural elements within the organization that my help or hinder the change direction and achievement of expected benefits.

Question 37

Assess Organization Culture(s) Related to the Change: What is organizational culture?

Answer 37

Organizational culture is defined as the shared values of and behaviors uniquely common to and organization.

Organizational culture is integral in determining how tasks are completed, the way people interact with one another, the language they use when communicating, and the attitudes, goals, values, and leadership behaviors that are exhibited.

Question 38

Assess Organization Culture(s) Related to the Change:

Answer 38

This process determines if the organization’s current culture, structure, processes and performance management system will support the change. If so, then the process will investigate how the current culture can be managed through the change. If the current culture will not support the change, then the process identifies the aspects of the current culture requiring change in order to realize the future state.