Phase 1: PLANNING the Change

Define Success: Clearly outline what success looks like for the change initiative, including specific outcomes and measurable goals.

Establish a Sponsorship Structure: Identify key leaders and sponsors who will provide oversight of the change and give the necessary support and resources.

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.

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.

Hold town hall meetings or listening posts: Create opportunities for leadership to connect directly with employees, answer questions, address concerns, and gather feedback about the change.

Phase 3: IMPLEMENTING the Change

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

Train in change management principles: 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: Monitor the progress of the change initiative through regular check-ins and metrics to ensure the project stays on track and achieves its goals.

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: Ensure that leadership and teams take responsibility for maintaining the outcomes and benefits of the change over the long term.

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.