Change

Management

Change Management is a planning process that includes steps that are interwoven into the building principles. Whether it is community, organization, or other change, it is necessary to establish a systematic approach to planning, designing, implementing and managing change that is brought about by the introduction of corrective actions to the management of individual training and development. The terms community, firm, organization, can be interchanged.

To aid in change management planning, there are ten key principles that are key to success. They are

Ø Leading

Identifying a getting support/commitment from all of the leaders within the community.

Ø Visioning

Articulating a clear, concise “picture” of community functioning after the change is implemented.

Ø Assessing

Determining the type and extent of impact the change will move on different dimensions of the community.

Ø Participating

Building ownership and encouraging active involvement in managing the change by all of those directly or indirectly affected.

Ø Transitioning

Preparing to move smoothly from the current to the future environment.

Ø Communicating

Exchanging regular and accurate information about the change in an open and proactive manner.

Ø Educating

Providing both training and education on the concepts and skills required to maximize continuous effective working.

Ø Selling

Follow common change management techniques in promoting the change and emphasizing benefits.

Ø Integrating

Coordinating the multiple activities and initiatives likely to be implemented as part of any major community change.

Ø Supporting

Confirming the infrastructure necessary to support the change that will need to occur.

The key objective of the community’s Change Management Plan is to anticipate the potential impacts of change and to develop a strategy to proactively respond.

The change management planning process typically includes the following steps.

v Confirm the vision, principles, aim and “hymn sheet” of the community;

v Review the current and future infrastructure and training environment;

v Identify the change barriers that inhibit the achievement of the desired change

v Identify the change drivers that propel the community toward a particular change;

v Identify the target audiences for change management activities

v Assess the current communication vehicles; initiatives to date and realistically appraise the communications environment;

v Identify main impacts

v Develop change management action plans and performance indicators

AND

v Always, always anticipate some remedial activities.

Notes about Teamwork

Teamwork and their associates are a multi-line consulting organization. They have been involved in employment and organization transition for over 10 years.

Our associates have over 1000 years of practical experience. Each has been “changed” more than once.