Technique 1.134 Developing A Change Management Plan

Introduction

Any change in your organisation requires planning and plans should address:

i) Change scope
    - How big is the change, ie what does the future look like?
    - What does it impact, ie stakeholders, processes, systems, etc?
    - What is and is not going to be part of this change?
    - What frameworks and implementation techniques will be suitable?
    - What resources (such as capital, people, time, knowledge, etc) are required and are they available?
    - Who are the key stakeholders you need to have supporting the change and what is required to get them on side?

ii) Timeline
    - When should the change be fully implemented?
    - What dependencies are there in the implementation plan?

iii) Responsibilities
    - Who is responsible for each part of the implementation including communications, ongoing support?
    - Who is responsible for ensuring compliance in the changes after implementation?

iv)  Training
    - What training will employees and managers need for this change to be successful?

v) Analysis
    - How prepared is the workforce for this change, ie after you identify staff readiness plus any training deficiencies and potential areas for resistance?
    - What metrics will be used to determine how successful the change is?
    - How and when will these metrics be selected and reviewed?
    - What feedback loops are required?
(main source: Reventh Periyasamy, 2023)

Guide to Change Management Plan

(source: https://infograph.venngage.com)

Management Plan

(source: https://infograph.venngage.com)