Change Management Checklist Give Your Change Program a Quick Health Check

Approach to Change

How is your change initiative going? Are managers and employees singing from the same hymn sheet or are you seeing constant bickering and recriminations? Are positive results emerging for all to see or is your organizations performance going backwards? Is your program meeting targets and deadlines or is money and time being continually sucked into a black hole?

Whether you are implementing a new local accounting system in your department or your organization is embarking on a comprehensive culture change program, it makes sense to take a breath and review how you are traveling. Here is a quick eighteen-point checklist that you can use on your current change project. You can either answer the questions on your own, or better still, get your team in to discuss the answers as a group.

The following questions are based on the CHANGE Approach to managing change in organizations. This approach recognizes that a disciplined process is required for leading and managing change, from the initial good idea to eventual institutionalization of the new way of working. These six phases of the change process are:

Create tension
Articulate why change needs to happen and why it needs to happen within the planned timeframe.

↓
Harness support
Get on board the key decision-makers, resource holders and those with the potential to subvert the change process.

↓
Articulate goals
Define in specific and measurable terms the desired organizational outcomes.

↓
Nominate roles
Assign responsibility to specific individuals for the various tasks and outcomes.

↓
Grow capability
Build organizational systems and people competencies necessary for affecting the change.

↓
Entrench changes
Institutionalize the change to make it the way we do things around here.

The checklist questions act as a quick diagnostic by surveying the critical activities in each phase. Neglect in one or more areas will likely result in the change program suffering.

The Checklist

Create tension

• Is there a clear and compelling reason for adopting this change program?
• Is the objective data needed to convince the skeptics available?
• Do people feel the urgency to change?

• Do we know what are the motivators for each stakeholder group?
• Does the senior executive team support this change?
• Are all stakeholders engaged in the change process?

• Do stakeholders take ownership of the vision and goals?
• Are people involved in devolving the goals to lower levels of the organization?
• Are performance measurement and reporting systems set up?

• Are change management and new operational accountabilities clear?
• Are the right people selected for the right roles?
• Are project management principles and methods being used?

• Is the training plan sufficiently scoped and adequately resourced?
• Are teams being developed and supported for high performance?
• Is support in place ensuring transfer of training to the workplace?

• Are performance results reported and successes celebrated?
• Are remuneration, rewards and recruitment systems aligned with the change objectives?
• Do managers and supervisors lead by example?

How does your program measure up? If you get your team together, the actual answers are not the most important thing. The resulting discussion amongst the group should highlight where you will need to direct your future efforts. You will get the most benefit from this checklist if you check progress with your team and review the checklist every few weeks.

2006 Business Performance Pty Ltd. All rights reserved.

Vicki Heath is the Director of Business Performance Pty Ltd, a company providing practical online information and resources in a range of business areas, including change management. Her company's guides, tools and templates assist organizations engage and develop people, manage organizational change and improve project delivery.

Her comprehensive guide, Managing Change in the Workplace, is intended for everyone expected to lead, manage and implement change. It covers every aspect of managing change, including essential principles, managing stakeholders, dealing with resisters, the role of project management, building effective change teams and more. The Guide is complete with a reusable and customizable workbook. Download the Guide and the free Change Role Skills Gap Worksheet at http://www.businessperform.com

The Three Sides of The Change Box
Picture a change as a huge box the change box, with three sides: the fundament, the depth and the breadth and...not to forget whats inside the box: t...

The Three Sides of The Change Box - And The Contents of The Box
If the three sides of the box are about; the fundaments of the change, the organizational scope and the depth of the change or the impact, than there ...

Change Management - Why the High Failure Rate?
Change Management is the buzz word of business the world over.Change may refer to a simple product change, a system change, a change in IT methodologi...

When the Trip Has Finished Starts the Hard Work
Do you recognize this; you have come back from a holiday, you get back to work and the same day at five o'clock (or the next day at four) you seem to ...

Change Management - Without the Problems
Good Relationships -Your Key to SuccessWhen you're given the role of change management Project Manager there are some simple steps you can take to de...

Change Management and the Affects on Productivity
One of the biggest concerns and the reason why so many consultants and MBA business schools study change management is because it directly affects the...

Change Begins from Within Through Paradigm Shifts to Your Belief System
Many individuals and that includes organizations which are just groups of individuals united to achieve specific goals continually seek new answers to...

Change Management and Smooth Transitions
For many corporations change management is a time of controversy and chaos and yet it need not be. Is all change management like this? No, those tea...

Efficiency Gaps During Change Management
A management team, which has worked together for a long period of time is much like a special team in the Armed Forces or a sports team. There is eff...

Change Management Disruptions of Your Competitors
We have all heard a lot about change management and it seems to be a buzzword that is being kicked around in management schools at top universities. ...

Checklist Before Buying A Treadmill
If you are going to buy a treadmill it is indeed a very good investment as exercising in the open or going to a gym might not be equally possible at a...

Change and Pressures to Innovate - The Coca Cola Case
Think about Coca Cola, and tell me what you come up with. (Ill just wait a moment ...) ... Possible associations are with: a giant company, a great d...

Change Management - New Risks And Challenges
Change management in organizations is about to be faced by a new critical challenge.Over and above the fact that on average 18% of staff are actually ...

Communicating Change Management: Change is the Same as It Always Was
How can management motivate people to listen?By making sure they will benefit from what is said!A manager during change is like a sea captain, they ne...

Attention! Using Projects For Guiding Change - Small Versus Large Organizations
There are many similarities between large companies on one hand and small and medium-sized enterprises (SME) on the other hand. Many concepts that may...