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Change Management Strategy Template

Samson Media is developing a change management strategy to implement new strategic goals. The strategy will outline project objectives and change objectives, key stakeholders and how they will be communicated with, potential risks and barriers to change, and plans for implementing, monitoring, and evaluating the changes. The strategy aims to successfully manage the people, processes, technology, and organizational impacts of planned changes.

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Akram Uddin
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183 views5 pages

Change Management Strategy Template

Samson Media is developing a change management strategy to implement new strategic goals. The strategy will outline project objectives and change objectives, key stakeholders and how they will be communicated with, potential risks and barriers to change, and plans for implementing, monitoring, and evaluating the changes. The strategy aims to successfully manage the people, processes, technology, and organizational impacts of planned changes.

Uploaded by

Akram Uddin
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Samson Media

Change Management Strategy


Note: delete the prompts in italics under each heading before submitting your plan.

Introduction
Provide background, link to strategic goals and other changes.

Project Sponsor
This person leads the change project and is accountable for ensuring the project and change plan are
implemented.

Project Objectives
Detail what the project will achieve.

Change Objectives and Principles


Provide details of:

 What the change process will achieve.

 Principles that underpin the change plan.

 Ethical issues that need to be considered and how will the change plan will address them.

Change Plan Elements


What are the main elements in the change plan? [E.g., people/culture, systems/technology,
documentation, positions/roles, process, skills.] Each of these elements may require a particular focus
in the change plan.

Rationale for the Change


List the drivers and constraints for change.
What are the risks for the change process?

Key Stakeholder Analysis


Identify the key stakeholders and:

 analyse their response to the change [e.g. what will be their main concerns/fear, where is there
likely to be support for the change];

 identify their needs in terms of change management and consider the style of communication
required [language style & level]; and
 identify the preferred media for communicating or consulting with them about the change [e.g.
sessions involving dialogue about the changes, newsletters, briefings from project team members,
frequently asked questions].

Assessment of Readiness to Change


Comment on the status of the change so far [e.g. is there a high-level strategy in place that
stakeholders are already aware of and committed to that provides a framework for the change].
What elements might support the change [e.g. dissatisfaction with current processes; a workplace
culture that supports change and innovation].
Is there strong senior support for the change?

Key Change Messages


Identify 6 key messages to convey about the change process, being upfront about gains and losses.
Consider:

 What will be gained/lost for the key stakeholder groups in the change process;

 The messages from the stakeholder perspective;

 What will be their main concerns; and

 Presenting changes in a positive light even whilst acknowledging loss.

Identify Change Elements


Structures/Processes/Responsiblities/Resources/Timeframes/Performance Measures
Consider the need for particular change support structures [e.g. a change team, super users/specialists
who are trained first and can support people in the workplace, involvement of users and key
stakeholders at various stages, change champions in the workplace].
Consider if there is a need for transitional arrangements to support and whether the introduction of the
change process needs to be staged.
What will be the impact on workloads and how will these be managed?

Develop Change Plan


Develop a change plan including performance measures [how will you know the change plan is
effective?]. Ensure that the plan is adequately resourced.

Actions Resource Who When Performance


requirements Measures
Actions Resource Who When Performance
requirements Measures
Risk Assessment
Identify potential risks and barriers to change and strategies to address these using the risk assessment template. Demonstrate your problem-solving skills,
as well as innovation skills to identify risks/barriers to change, as well as to identify relevant and innovative strategies to deal with risks/barriers to change.
Complete the risk assessment table below to you to record risks and solutions.
Risks and barriers to change and strategies to overcome these

Risk description Likelihood Impact Priority Preventative Action/Contingency Plan


Reporting arrangements
Identify and explain the communication and reporting arrangements for the project.

Consolidation
Ensure policies, procedures and performance measures reinforce the changes.
Remove organisational barriers to the change.
Reinforce how changes have provided benefits.

Evaluation
How will the change be evaluated in relation to the achievement of the planned objectives?
How will the change management processes be evaluated? Consider summative as well as final
evaluations.
How can you assess your change management strategies as you implement them?
How will the evaluation outcomes be circulated and promoted to stakeholders?
How will evaluation outcomes be used in other organisational processes?

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