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Pre-requisites for Success

A successful change management project needs to ensure that the following pre-requisites are checked off (to be managed as a checklist before implementation):

Change Team/Org Structure
  • Dedicated resources (ideally) – or at least 70+% - so that success of the project is the major priority for each resource
  • Empowerment within the Org to be able to execute in the line ie enough resources correctly positioned to actually implement
Leadership (=Sponsorship)
  • Clear direction and support
  • Ability to clear roadblocks; and not be sidetracked or diverted
  • Deliver adequate resources when required
  • Ensure support amongst all senior levels for the program
KPIs
  • KPIs monitored and tracked
    • Input & Output KPIs to measure success
    • KPIs to measure potential risk
  • Baseline and target KPIs known and established (and agreed) to evaluate benefits and risk
  • KPIs used to ensure accountability from the project team during implementation and the Business in the long term
Capabilities
  • Enable leaders & staff to implement the planned initiatives by providing the required training (whatever that might be ie new systems, managing change/redundancies)
Customer Alignment
  • Ensure customers (external & internal) will feel minimal impact – and if impacted, that the relationships actively managed with
    • Risk assessment
    • Tracking of risk KPIs
    • Stakeholder mgmt
    • Contingency plans if required
    • Adequate communications
Process & Technology Alignment
  • Ensure planned solution makes sense from a Process and Technology viewpoint
    • Will deliver planned $/Service improvement ?
    • Aligned with Technology strategy ?
    • Has reviewed all options ? Manual vs Automated, In-house vs Out-sourced ?
    • Has considered risks ? Bleeding Edge ?
Performance Management
  • Ensure the right behaviours are rewarded within the Organisation ie there is alignment of interests
  • Reward and recognition for the Change Team
  • Make the project owners accountable – and reward them accordingly
Communications
  • Successful change may involve pain; this requires careful communication:
    • More than simply email/newsletters – but face-to-face presence from the leadership team down
    • Clarity
    • Branding (consistent messaging of the reason for change)

This framework can also help pinpoint root cause issues in change projects that we have all seen at one time or another…