Phase 1: PLANNING the Change

Define Success: Clearly outline what success looks like for the change initiative, including specific outcomes and measurable goals. Include (as appropriate) organizational structure, culture, technology, process, and physical space.

Establish a Sponsorship Structure: Identify the executive sponsor of the change and other leaders who will share oversight of the change and give the necessary support and resources. Create a governance council to provide oversight until implementation is complete.

Select a Project Approach: Identify phases, tracks, and/or components to guide the change, ensuring it aligns with your organization’s culture and needs.

Lay Out a Project Roadmap: Create a 1-page infographic to visually communicate the change.  And develop a high-level roadmap that outlines key milestones and timelines for each phase of the change.

Name Your Initiative: And create a 2- or 3-page infographic to visually communicate the current state and future state, reason for the change, and phases with key milestones.

Phase 2: ANNOUNCING the Change

Utilize Cascading Communications: Ensure that communication about the change flows from top leadership down through every level of the organization, creating consistent messaging. Keep it high level; details will come later.

Hold Town Hall Meetings or Listening Posts: Create opportunities for executive sponsor to connect directly with employees, answer questions, address concerns, and gather feedback about the change.

Phase 3: IMPLEMENTING the Change

Keep Your Executive Sponsor Active and Visible: Ensure the sponsor shares WHAT, WHY, and WHY NOW messages at least six times with leaders and employees throughout the life of the project.

Launch the Project Team: Form a dedicated team to oversee the execution of the change initiative, ensuring it has clear roles and responsibilities.

Prepare to Manage Resistance: Equip leaders and team members with the necessary skills and knowledge to manage resistance and foster smooth adoption of the change.

Plan Details and Communication: Develop a detailed communication and action plan to guide how information is shared and how key tasks are executed throughout the process.

Adapt to Stakeholder Needs: Continuously assess the needs and concerns of stakeholders and make necessary adjustments to keep them engaged and aligned with the change.

Track Progress: Schedule governance council meetings until 2-4 months following implementation to monitor progress, make key decisions, and remove barriers to change.

Phase 4: SUSTAINING Outcomes

Celebrate Successes: Acknowledge and reward the achievements of both individuals and teams who have contributed to the success of the change initiative.

Ongoing Ownership of Outcomes: Identify a leader as the business owner of the outcomes of the change over the long term.  Schedule ongoing status of key metrics in front of the appropriate leadership team.

Track Operational Metrics: Continuously measure key performance indicators to ensure that the change is having the desired impact on business operations.

Ensure the Change Sticks: Implement policies, structures, and support systems to ensure the new behaviors and processes become embedded in the organization’s culture.