INTRODUCTION TO THE ORGANIZATIONAL CHANGE PLANNING TOOL

The organizational change planning tool will lead you through an analytic reflection about the change process your unit/department/organization is about to undertake. This planning tool is designed to surface the important characterizations of your specific change, the context in which change is taking place, and the assumptions and preferences of the leaders who are implementing the change.

As you work through a set of questions, you will be led through analysis of the change situation. The evaluations and ratings you provide of various aspects of the change, the stakeholders, and the implementers will result in scores that will help you better understand the change context, the challenges you face, and the targets for your communication strategies.

After completing both parts of the planning tool, you will receive a planning document archiving all of your results. Those results will be located within a framework for change communication and a set of recommendations for tactics in implementation will be presented. It is strongly recommended that you take this initial report under consideration and for discussion with other members of your planning team. If adjustments in assumptions or evaluations are made, you can recycle through your analysis with those edits to determine a different approach.

Please allow for 30-50 minutes to complete the whole tool. Your completion time will depend largely on how long you may take to reflect on the questions that are asked. The first part of the tool asks mostly for ratings (e.g., 1-7). The second part of the tool asks for you to list notes and detail plans about a set of implementation tasks. The responses can be as detailed as you would like to make them at this stage of planning. You may wish merely to take this list of items to a planning meeting and use them as a focus of discussion.

You may also download executive briefings written to further elaborate the key parts of this tool. Topics for these briefings are:

Why Plan Implementation of Organizational Change?

  • Change Goals
  • Stakeholder Analysis
  • Creating Change Readiness
  • Implementation Styles
  • Soliciting Input
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