A change process model
Inputs
Ongoing analysis
identifies risks,
opportunities, changing
environment etc.
Business data
Stakeholder views
Specialist advice
e.g. HR, finance and
planning, computing
services, communications
Will you need to enter
Develop project plan(s) and project
formal consultations with
staff (because their terms
of employment will be
changed)? Discuss with
HR manager.
Actions Pay attention to:
Establish
the need for
change
Communicate with ALL
stakeholder groups, but
Start discussing NOW manage expectations.
Start to build a guiding
coalition of influential
people (change agents)
Develop at all levels.
case for change
Understand the context Establish and involve
representative groups.
Build the case for change
Have dialogues to
Explore options
understand: change
readiness, cultural and
systems issues, potential
Communicating resistance.
the vision
Stakeholder analysis.
Prioritise communications
Clear articulation of desired end Ensure mechanisms for
state and the reasons it will
communication in all
be better. directions.
How are people feeling?
Strategy and
plan
Initial timelines public
and communicated.
Build in space for
learning and adapting to
management structure. circumstances.
Assign key accountabilities and Analyse complexity and
identify/involve potential change scope of change and
leaders at all levels. plan accordingly.
Empower people to act.
Manage the change process
Initial focus on quick
wins.
Plan Do
Systems that Communicate success.
allow learning Anchor changes in the
from experience University culture: tell
and adjustment stories, embed changes
of plans into systems, publicly
recognise and reward
successful change
Review leaders.