1. INSTITUTE FOR STRATEGIC COMMUNICATIONS & CHANGE
A framework for Change management
 Ingenium Communications 2017/18

2. DO WE NEED CHANGE MANAGEMENT?
BEHAVIOUR
MINDSET
INCREMENTAL
DISRUPTIVE

4. CHANGE READINESS ASSESSMENT
PREPARE
PROJECT MANAGEMENT
RESEARCH
CONSULTATIONS
CHANGE READINESS ASSESSMENT

5. YOUR PROJECT IS NOT YOUR GANTT CHART Activities Mon Tue Wed Thu Fri
Sat
Sun

7. TOP 10 QUESTIONS IN CHANGE MANAGEMENT
WHY ARE WE CHANGING?
WHAT DOES SUCCESS LOOK LIKE?
WHAT IS THE IMPORTANCE OF THE CHANGE?
WHAT IS THE ESSENTIAL INTENT OF THE CHANGE? WHAT DOE IT MEAN?
WHAT IS THE RISK OR COST OF NOT CHANGING?
WHO IS THE CHANGE SPONSOR?
WHO IS AFFECTED BY THE CHANGE?
WHAT STRUCTURES, PROCESSES, TECHNOLOGIES ARE IMPACTED?
WHAT ARE EMPLOYEES GAINING? WHAT ARE THEY LOSING?
WHAT SUPPORT IS NEEDED (FOR SPONSORS, LEADERS, AGENTS, EMPLOYEES)?

8. CHANGE READINESS CHECKLIST
LEADERS TEAMS PROCESSES CULTURE

9. PLAN STRATEGIC FRAMEWORK GOVERNANCE RISK ASSESSMENT
RESOURCE ALLOCATION

10. STRATEGIC FRAMEWORK FOR CHANGE
INTENT
CASE FOR CHANGE
REALIZATION STATEMENT
SCOPE
PRINCIPLES

11. CLARIFY ROLES & RESPONSIBILITES:
SPONSOR
CHANGE
LEADERS
AGENTS

12. ONLY SPONSORS CAN
CREATE THE CONDITIONS REQUIRED FOR CHANGE SUCCESS.
IT TAKES COURAGE & DISCIPLINE

13. R I
ASSESSMENT K

14. RESOURCES
CAPACITY
CAPABILITY

15. IMPLEMENT
COMMUNICATIONS
ENGAGEMENT
ENABLEMENT
TRAINING
SUSTAINMENT

16. COMMUNICATIONS
ENGAGEMENT
COMMUNITY

17. FROZEN MIDDLE
FOCUS
ON THE

18. ENABLEMENT ORGANIZATIONAL STRUCTURE PROCESSES TECHNOLOGY AND TOOLS
PERFORMANCE MANAGEMENT

19. TRAINING 70
PEER LEARNING 20
COACHING 10
FORMAL
TRAINING

20. SUSTAINMENT MANAGE RESISTANCE SHOWCASE SUCCESS STORIES
ACTIVATE SOCIAL PROOF
EMBED IN CULTURE CHANGE

21. EVALUATE
RISK MITIGATION
EMPLOYEE ENGAGEMENT
REALIZATION

22. RISK MITIGATION
PROJECT DELIVERY
BUSINESS CONTINUITY

23. EMPLOYEE ENGAGEMENT
ALIGNMENT
SATISFACTION
ENABLEMENT
RETENTION

26. REALIZATION
BENEFITS
IMPACT

27. PRINCIPLES OF
CHANGE LEADERSHIP

29. ATTENTION & RESOURCE ALLOCATION IS
DICTATED BY THE DEGREE OF DIFFICULTY OF THE CHANGE

31. COMMUNICATIONS
AND
CONSEQUENCES

33. OPEN
FORUM

34. WORKING WITH
RESISTANCE

36. PEOPLE DON’T RESIST CHANGE
LOSS
THEY RESIST

37. STRATEGIES FOR BUILDING RESILIENCE

38. RESILIENCE
THE ABILITY TO DEMONSTRATE BOTH STRENGTH AND FLEXIBILITY IN THE FACE OF FRIGHTENING DISORDER.
- DARYL CONNER

40. 1 2 3 4 FOR THE CHANGE AGENT ACCEPT EMERGENT NATURE OF CHANGE
BE CLEAR ON THE NORMAL COST OF CHANGE
GET COMFORTABLE WITH THE UNCOMFORTABLE
MANAGE YOUR ENERGY, NOT JUST YOUR TIME 2 3 4
FOR THE CHANGE AGENT

41. 1
PRESENT THE CHANGES IN A WAY THAT RELATES TO THEIR REALITY
REINFORCE THAT THE STATUS QUO IS MORE COSTLY THAN THE REMEDY
BUILD COMMUNITY
NORMALIZE THE CHANGE 2 3 4
FOR THE EMPLOYEE

42. IT’S NOT THE STRONGEST THAT SURVIVE, BUT THE MOST ADAPTABLE
Charles Darwin