The change management (CM) framework is based on proven best practices and, from a project perspective, presents them as a logical sequence of activities. In short, this provides the core of a change management plan. Unlike the HCD methodology, the CM framework is purposefully top-down. This isn't to suggest that mid and lower-level employees shouldn't be involved in change programs. Rather, it is to emphasize leadership’s inherent role in guiding the organization through periods of change. The CM framework phases are listed below:
Phase 1: Business Case for Change
Identification and executive articulation of the reasons for the planned change. It includes development of specific statements pertaining to current-state issues, the purpose for the change initiative (with high-level objectives), and the vision for the future-state organization.
Phase 2: Organizational Readiness
Assessment of the organization’s overall capacity to change based on historical change performance, general knowledge or awareness of the change initiative, executive and managerial capabilities to lead the change process, and executive ownership (and responsibility) for the initiative. This phase also includes an assessment of organization design elements that may impact conversion to the future-state.
Phase 3: Change Specification
Identification of all organization components that will require modification due to the initiative. This includes the requirements directly related to the change, requirements to support the change (for example, structural units, processes, job alignment, reward programs, system access), and requirements for corrective measures identified in phase 2. Lastly, action-based controls are identified to reinforce desired change behaviors. Phases 2 and 3 may require multiple iterations.
Phase 4: Change Architecture
Development of a complete plan to successfully manage the transition from the current-state to the future-state organization. This phase has four components: project structure, communication strategy, CM project plan, and plan integrations (to a master plan, if necessary).
Phase 5: Change Execution
Completion of the tasks designed to transition the organization from current-state to future-state following the CM project plan. There are two main components in this phase. The first, project monitoring, focuses on plan execution and project administration. The second, organization monitoring, focuses on the organization and employees during the transition for possible modification to the plan.
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