1. Change Management
For Business
Transformation
Applying success-factors

2. Platform
• Establish whether change is strategic/
operational.
• Understand how the work will change.
• Identify who will be impacted and how.
• Use 8 KSF’s to get stakeholder commitment.
• Determine approach (pressure, persuasion,
learning)
• Make road map and execute the plan.

3. How people react to
change
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4. How people react to
change

5. Plan the 8 succes factors
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6. Prerequisites and symptoms

7. Establish sense of urgency
• Goal: articulate need for and economic impact of
change, establish theme of first communication.
• Identify the forces driving the need for change.
• Link them to customers and broader business
challenges.
• Highlight that price of staying the same is higher that
the price of change (business case).
• Compel action.

8. Clarify the transformation vision
• Goal: achieve consistency of beliefs and actions.
• Translate the sense of urgency/the business case
into a compelling picture that draws people towards
the future state.
• Define new people, process and technology
requirements aligned with the strategy.
• Specify new behaviours for the future state.

9. Engage leadership at all levels
• Goal: Engage project sponsors in a meaningful
dialogue about their role.
• Identify leadership roles and behaviour required for
success.
• Establish clear accountability for fulfilling
responsibilities.
• Set strategies for existing support and leadership of
key people and initiatives.
• Cascade responsibility for leading change down to
front-line leadership.

10. Establish Change communication
• Goal: Ensure that stakeholders get and understand
the information they need to perform their roles,
interaction with stakeholders, feedback mechanism.
• Use varied means to communicate throughout the
entire organization.
• Hold leaders accountable for communication.
• Encourage two-way communication.

11. Involve stakeholders
• Goal: Engage key players, have them contribute to
the initiative.
• Involve stakeholders in problem solving.
• Keep stakeholders informed of status toward
organizational objectives.
• Act on feedback from stakeholders.
• Mobilize the right resources at the right time to
adopt the implementation initiative.
• Create a critical mass of effort by impacted groups
to propel the change.

12. Enhance change capability
• Goal: assess capabilities to overcome obstacles, set
priorities, achieve change momentum.
• Provide a framework to manage change and create
self-sufficiency within the business for leading
continuous change.
• Capture and transfer learning from past experience.
• Create increased ability to adapt and thrive on
change via learning and professional development.

13. Implement project integration
• Goal: lower risks due to multiple priorities and
conflicting resource requirements.
• Fully integrate technology, process, and people
components.
• Anticipate external and internal events that may
impact the project.
• Ensure sufficient flexibility is present in
implementation plans.

14. Enhance performance and organizational
alignment
• Goal: increase the likelihood of successful
implementation of major change.
• Drive the behaviours needed for new process,
technology, and people performance.
• Create an environment where desired behaviours
are modelled, developed, measured, and rewarded.
• Reinforce, sustain, and reshape desired performance
over time.

15. Establish sense of urgency
• Goal: articulate need for and economic impact of
change, establish theme of first communication.
• Identify the forces driving the need for change.
• Link them to customers and broader business
challenges.
• Highlight that price of staying the same is higher that
the price of change (business case).
• Compel action.

16. Change management dashboard
• Tool to visually display status and monitoring
progress.
• Includes an indicator for all 8 key areas.
• Introduce during project kick off and get consensus
on the importance of these indicators.
• Include dashboard in status reports during project.

17. Change management dashboard