Evaluate Change Impact and Organizational Readiness Flashcards
How many steps are in 5.1 Evaluate Change Impact and Organizational Readiness?
15 Steps.
They are:
- Define the change (Change initiative scope)
- Determine why the change is required (Change initiative scope)
- Develop a clear vision of the future state (Leadership/Sponsorship Engagement)
- Identify goals, objectives, and success criteria (Measurement and Benefits Realization)
- Identify sponsors accountable for the change (Leadership/Sponsorship Engagement)
- Identify stakeholders affected by the change (Stakeholder Management and Engagement)
- Assess the change impact (Resource Management)
- Assess alignment of the change with organizational strategic objectives and performance measurement (Change initiative scope)
- Assess external factors that may affect organizational change (Change initiative scope)
- Assess organization cultures related to the change (Change initiative scope)
- Assess organizational capacity for change (Change initiative scope)
- Assess organizational readiness for change (Change initiative scope)
- Assess communication needs, channels, and ability to deliver key messages (Comms)
- Assess learning capabilities (Learning and Development)
- Conduct change risks assessment (Risk Management)
What is the purpose of 5.1 Evaluate change impact and org readiness?
- Review the overall change and how it will impact the organization.
- Establish whether the organization is ready and able to adopt the proposed change.
This comprehensive evaluation involves a series of processes. Each process outlines the purpose of the activity, main areas of focus, and key inputs and outputs. These processes are closely linked to the order in which they are typically performed.
What is 5.1.1 Define the change?
Discerns and specifies the change the org intends to adopt to meet a strategic objective. Fundamental questions around the change, the purpose, who will be impacted and how, and alignment of the change with organizational goals and needs is key to defining the change.
Inputs:
- Business case
- Research
- Charter
- Strategic plan
- Success measures
Outputs:
- Change definition
- Charter
What is 5.1.2 Determine why the change is required?
Explains the current opportunity, risks or consequences, and benefits.
This process develops the case for change to support the organization’s vision and clearly articulate its expected benefits to the organization.
Inputs:
- Business case
- Change definition
- Charter
- Strategic plan
- Success metrics
Outputs:
- Business case
- Charter
What is 5.1.3 Develop a clear vision of the future state?
Facilitates the development of the organization’s operating state after the change had been adopted.
This process focuses on developing and describing a common direction for the future state so stakeholders can envision it in operation and foresee the value of the future state.
Inputs:
- Org vision, mission, values
- Business case
- Change definition
- Strategic plan
Outputs:
- Vision statement
What is 5.1.4 Identify goals, objectives, and success criteria?
Provides tangible, concrete, measurable, and manageable goals that represent planned progress towards the adoption of the future state.
This 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 towards the change.
The process should also describe the key parameters that measure when goals and objectives are attained, which will enable the associated success criteria to be identified.
Inputs:
- Business case
- Charter
- Strategic plan
- Vision statement
- Change definition
Outputs:
- Change objective and goals
- Success criteria and measures
What is 5.1.5 Identify sponsors accountable for the change?
Connects the change to its owners and determines accountability requirements.
This process identifies the sponsors accountable for the change and assesses their alignment with and commitment to the change.
Inputs:
- Change definition
- Charter
- Stakeholder analysis
- Current org charts/profiles
Outputs:
- Sponsor identification
- Sponsor assessment
What is 5.1.6 Identify stakeholders affected by the change?
Identifies stakeholder attributes, such as level of influence, commitment, or rules, and determines the size, scope, and complexity of the change’s impact on key individuals and groups.
This process identifies those affected by the change and those with the ability to influence the outcome.
The process also establishes roles within the change initiative and may identify individuals or groups with multiple roles. The process should group stakeholders to facilitate org and individual change activities.
Inputs:
- Change definition
- Vision statement
- Current org charts/profiles
- Research
- Charter
Outputs:
- Stakeholder analysis
What is 5.1.7 Assess the change impact?
Analyzes how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, org structure, roles, and technology.
This process involves identifying and categorizing who and what will be affected, assessing the degree of change occurring within these areas, and describing the change.
Determines the size, scope, timing, and complexity of the change effort. It is used 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.
Inputs:
- Change definition
- Vision statement
- Research
- Stakeholder analysis
Outputs:
- Change impact assessment
What is 5.1.8 Assess alignment of the change with org strategic objectives and performance measurement?
Anticipates the impact of the expected benefits on the organization’s strategic goals and objectives.
Assess where alignment and misalignment of objectives, targets, results, and performance measures occur between the future state and the current state.
Inputs:
- Strategic plan
- Current vision statement
- Future state vision statement
- Case for change
- Risk plan
Outputs:
- Org alignment assessment
- Modifications to org and enterprise performance targets (goals & objectives)
- Modifications to the strategic plan
- Modifications to the business case
- Modification of vision statement
What is 5.1.9 Assess external factors that may affect org change?
Identifies the customer, market, social, legal, economic, political, technological, and other factors outside the org that may influence stakeholder adoption of the future state.
Determine the external factors that will enable or constrain the change effort and identifies how those forces will influence the change approach.
Used to guide and inform the development of the Change Management Strategy.
Inputs:
- Business case
- Vision statement
- Strategic plan
Outputs:
- External environmental impact assessment
What is 5.1.10 Assess org culture(s) related to the change?
Determines the cultural elements within the org that may help/hinder the change direction and achievement of expected benefits.
Org culture is defined as the shared values of and behaviors uniquely common to an org.
Org 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.
Determines if the org’s current culture, structure, processes, and performance management system will support the change.
Inputs:
- Core values and behaviors
- Current comms channels, tools, and methods
- Opinion surveys/feedback assessments
- Vision statement
Outputs:
- Culture assessment
What is 5.1.11 Assess org capacity for change?
Determines the ability of the various stakeholders impacted by the change to adopt the change and move toward the future state.
The capacity of an org to adopt new changes is dependent on a variety of internal/external factors.
Inputs:
- Competency assessment
- Culture assessment
- Org’s historical experience with change
- Stakeholder assessment
- External environment impact assessment
- Change impact assessment
- Inventory of change-related resources
Outputs:
- Org change capacity assessment
What is 5.1.12 Assess org readiness for change?
Determines the org’s preparedness for change activities.
Assess the preparedness of the conditions, attitudes, and resources needed for a change to happen successfully. Used to develop action plans if major weaknesses in the org’s readiness are identified.
Inputs:
- Change objectives/goals
- Culture assessment
- Org change capacity assessment
- Org alignment assessment
- Sponsorship alignment assessment
- Vision statement
- Risk assessment
Outputs:
- Org change readiness assessment
What is 5.1.13 Assess communication needs, channels, and the ability to deliver key messages?
Determines the communication effort needed to support the transition to the future state.
This process is used to define the communication needs of all stakeholders and focus on the specific communication needs of individuals or groups of stakeholders.
Inputs:
- Change objectives/goals
- Culture assessment
- Orgchange capacity assessment
- Sponsorship alignment assessment
- Stakeholder analysis
- Current comms channels, tools, methods
- Vision statement
- Risk assessment
Outputs:
- Communications needs assessment
