While the process steps are the same, we have two versions of the change management process.
Choose what fits best for you.
The Process of Change Management
Small-Scale Change
Phase 1: PLANNING the Change
These questions are a great place to begin:
WHAT is changing?
WHY are we changing it?
WHY NOW?
What would happen if we don’t?
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-page infographic to visually communicate what is changing, why it is changing, and what your team can expect (with a high-level timeline).
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.
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).