Change Management in 3 phases!

Posted by: Emmanuelle Blons 6 Apr 10 - 10:07AM | Emmanuelle Blons

Managing Change follows a simple 3 step process. Here are the different you need to follow:

Phase 1: Preparing for Change

-   Define your change Management strategy
-   Set up your Change Management team
-   Develop your sponsorship model

Phase 2 : Managing Change

-   Develop Change Management Plan
-   Take actions and implement Plan

Phase 3: Evaluating and reinforcing Change

-   Collect and analyse feedback
-   Analyse Gap
-   Manage resistance
-   Implement corrective action
-   Celebrate success!

Do you think I have missed out any Phases? Is there a pre-step or a fourth step? I would be interested to here your thoughts on this.

Image: Flickr, Change, Gilad Benari

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Dear Eduardo, This is an excellent question, and I thank you to raise this strategic point. I usually perform an Impact Analysis, before doing anything else during an SAP implementation. This impact analysis defines the impact of a particular programme on the organisation. It focuses on understanding the high-level changes in skill requirements, role, team, job, organisation structure, culture, and infrastructural services (e.g., HR, IT). It looks at the various stakeholder groups that are impacted and identifies needs (e.g. communication, training…), which are crucial inputs to any change enablement initiative. Note that: - Local impact analysis is not limited to “tools and IT” impacts. Local impact analysis should also describe impacts on processes, organisation and structure and HR. Description of IT solution is necessary but not sufficient to understand impacts of SAP implementation on local teams. - Local impact analysis aim at “converting” IT and to-be processes descriptions in practical and comprehensible impacts, in order to suggest and implement appropriate change plan for each population and assess the readiness of the organisation and the resources. The local impact analysis will define and assess the key changes/impacts the target audiences will go through as they transition from current state to future state. I hope I answered your question… If you are interested in the Impact Analysis process or even how to draw a 'To be Organisation", I could have a special post on that topic. Just let me know !

Posted by: Emmanuelle Blons, Date 07 April 2010, 11:04AM

How do you handle Organization/People Readiness?

Posted by: Eduardo Muniz, Date 07 April 2010, 10:02AM