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Organizational Effectiveness

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Step 1, planning the change. Step 2, announcing the change. Step 3, Implementing the change. Step 4, sustaining outcomes.

Leading a larger change? This process is tailored for smaller-scale initiatives, but if you're managing a more complex or unit-wide change, our comprehensive framework can help.

Explore the Large-Scale Change Process

The Process of Change Management


Small-Scale Change

Phase 1: PLANNING the Change


  • Start With the Basics: 

    • What is changing? 

    • Why are we changing it? 

    • Why now? 

    • What would happen if we don’t?

    • How does this align with our organization's overall strategy?

  • Select a Project Approach: Will your change initiative have phases?  Or maybe tracks/mini projects? How do you want to chunk it down into manageable components? 

  • Create a Simple Visual: Create a 1–2-page infographic to visually communicate what is changing, why it is changing, and what your team can expect (with a high-level timeline).  

  • Scope the Project: Bundle planned changes together and name your change initiative. Include (as appropriate) organizational structure, culture, technology, process, and physical space.

Phase 2: ANNOUNCING the Change


  • Start with managers: Make sure that leadership, managers, and supervisors are aware of the coming change.  

  • Meet directly with employees: Meet directly with employees to introduce the change, answer questions, address concerns, and gather feedback.  Keep it high level; details will come later. And let your team know that you will provide opportunities for them to contribute input along the way on the "how".

Phase 3: IMPLEMENTING the Change


  • Launch the project: Kick off the change initiative, making sure everyone is clear about their role in the project.  

  • Create a plan: Identify major milestones and who will do what by when.  

  • Pay attention to your people: Keep an eye out and an ear open for feedback on how your team is feeling about the change.  

  • Communicate progress: Let everyone know how the change is going. 

Phase 4: SUSTAINING Outcomes


  • Celebrate successes: Acknowledge both individual employees and teams who are successfully using new behaviors that reinforce the change. And take corrective actions where needed.  

  • Ensure the change sticks: Implement policies, structures, and support systems to ensure the new behaviors and processes become your team’s way of doing things.  

Need help with a change initiative?  Contact us at oe-leader@uiowa.edu.  Our change management experts are available for a consultation (at no cost).