Planning Changes

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Planning changes:
Why is it important?

▪ Identifying the final aim of the change and communicating it effectively

▪ monitoring the progress of the changes (sponsor/agent and targets)

▪ understanding the change (targets)

▪ identifying lack of infrastructures/staff/training to support changes

▪ setting achievable time frames and goals

▪ setting roles and responsibilities

▪ motivating people within the change

▪ increasing efficiency

▪ increasing transparency

Issues to consider: “culture and behavior”

▪ Change begins before final aim is identified or sponsor identified (e.g. lost of contract)

▪ Emotional reactions to changes are difficult to plan and
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▪ Understand and believe what the Company wants - ensure that there aren’t any wrong corporate, organizational culture, mission or vision objectives. The first question should be: where we are and where do we want to go? On the other hand, you need really to trust and believe in what you will be defending, and this is the first filter of the plan. (buy in) You cannot “push against the flow”.

▪ Decide which strategy to use – there are plenty of strategies in Change Management from the “normative/educative” strategies based on mutual commitment based on values and cultural norms, as well as the “Coercive” strategies based on authority power and “imposition of sanctions”.

▪ To have support from top management - this is a vital point and the bottleneck of the Change Management Process. If this point is not covered, the percentage of failure is high and the activity can become as unprofitable assignation of resources.

▪ Document and formalize the CM Plan - this should include training in technical and process, as well as communications towards all the organization. An important part of the plan is to chose and define roles for the team that will be assisting you in the tasks, putting emphasis in choosing personnel really committed and results oriented.

▪ Check, act and start again - a series of
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