|





|




|
|




 




 


  
  !"# !
|  is a structured approach to shifting or
transitioning individuals, teams, and organizations from a
current state to a desired future state. It is an organizational
process aimed at empowering employees to accept and
embrace changes in their current business environment.

In a computer system environment, change management

refers to a systematic approach to keeping track of the details
of the system (for example, what operating system release is
running on each computer and which fixes have been applied)
 |! "$

|reating a change management plan can be difficult. But,

luckily there are many examples of successful change
management strategies. Here are three examples of
companies that utilized successful change management plans.
 %&'((  )
)
%&'

Back in 1981, British Airways brought on board a new chairperson. When this
chairperson started, he noticed that the company was very inefficient and
was wasting a lot of valuable resources. To make the organization more
profitable, this chairperson decided to restructure the entire organization. He
realized that the best way to do this was through change methodology
management plan.
 |! "$

Oystematically, the company began reducing their workforce. But,

before they did this, through his change management leadership, the
chairman gave the company the reasons for the restructuring and
privatization of the company in order to prepare them for the
upcoming change. Thus, through leadership and communication, he
directed his company through a difficult time that could have been
disastrous without effective change management resistance
communication.
%&'(( |'*!  +) 
%&'

While the 1980s may seem like a long time ago, a more recent example can be
at |alifornia Otate University (|OU). Any IT system change that happens at the
main campus has to go through every satellite campus, meaning those 23
campuses and thousands of employees, staff, and students must adapt their IT
systems as well. Dealing with change at a smaller organization can be a
nightmare by itself; it͛s worse at a larger organization like |OU.
 |! "$
But, instead of merely throwing their hands up in disgust, the IT
department decided to institute an automated change management
system. Using |isco͛s Pace functionality, the company can now make
upgrades that will automatically make changes to the entire
system. And, to make their change management strategy even more
effective, they are now defining who can use what system and what
changes they can make to their designated area. Their change
management strategy considered the human factor and not only
included the automated system, but also defined roles of change so
that it would minimize the confusion and issues when a change has to
be instituted.
 !#)) !* | 
A |hange Process, or |hange Management Process, is a set
of procedures that help teams to control change effectively.
It's not that you have to prevent change from happening;
it's how you manage change once it occurs that really
matters. This is where a |hange Process is invaluable. The
|hange Process allows you to record change requests, and
review and approve those requests, before implementing
them. This |hange Process makes change management
easy.
 ),

&*!|

The first phase in Prosci's methodology is

aimed at getting ready. It answers the
question: "how much change management
is needed for this specific project?" The
first phase provides the situational
awareness that is critical for effective
change management.
 |! "$

 & !* ),

-|hange characteristics profile

-Organizational attributes profile
-|hange management strategy
-|hange management team structure
-Oponsor assessment, structure and roles
 ).
|

The second phase of Prosci's process is

focused on creating the plans that are
integrated into the project activities - what
people typically think of when they talk
about change management. Based on
Prosci's research, there are five plans that
should be created to help individuals move
through the ADKAR ModelÚ
 |! "$

 & !* ).

-|ommunication plan
-Oponsor roadmap
-Training plan
-|oaching plan
-Resistance management plan
 )/
*!#|

mqually critical but most often overlooked,

the third phase of Prosci's process helps
project teams create specific action plans
for ensuring that the change is sustained.
In this phase, project teams develop
measures and mechanisms to see if the
change has taken hold, to the see if
employees are actually doing their jobs the
new way and to celebrate success
 |! "$

 & !* )/

-Reinforcement mechanisms
-|ompliance audit reports
-|orrective action plans
-Individual and group recognition approaches
-Ouccess celebrations
- After action review

0