Change management plan

ORGANIZATION’S NAME : women center of Calgary

Change Management Plan

Change Project Name:

Prepared By: (Insert name)
Last Revision Submitted On: (Insert Date)

 
CONTENTS

Create a table of contents above to help the reader find specific information quickly.

 
CHANGE MANAGEMENT PLAN

SWOT ANALYSIS

• Drawing from your course materials and research, conduct an overall SWOT analysis to identify the relevant Strengths, Weaknesses, Opportunities, and Threats that could potentially support, hinder, inform, or roadblock your change management plan. This should reflect your thorough research of the organization (through direct knowledge, publicly accessible information, etc.). Be specific and avoid general concepts. Remember this is specific to your chose organization (4 strength, weakness, opportunity, threat)

Strengths Weaknesses Opportunities Threats

Provide one clear recommendation for each section (ie. How to utilize a strength to support the change, how to approach a potential threat to support the change, etc.)

 
STAKEHOLDER CONSIDERATION

Drawing from your Stakeholder Assessment, outline (clearly and concisely) below, the key noted stakeholders to be considered in this change, risks & benefits to each, as well as recommendations for effective approach / change facilitation for each group). Remember, the organization is the audience / reader, what do they specifically need to know in order to facilitate this change process?
Group (internal / external)
Risk (potential resistance)
Benefit
Recommendation (what is needed specifically for this group to effectively facilitate the plan)
Group (internal / external)
Risk (potential resistance)
Benefit
Recommendation (what is needed specifically for this group to effectively facilitate the plan)
Group (internal / external)
Risk (potential resistance)
Benefit
Recommendation (what is needed specifically for this group to effectively facilitate the plan)
 
CHANGE MODEL

Choose only one (1) change model to focus on for this specific change in this specific organization (you don't need to build all 3)
o Choose your preferred change model, and your details and plan should be well reflective of your change model and organizational culture concepts.
o Remember, be specific to your organization (avoid general concepts, your plan should be relevant and applicable to your specific organization and change).

Lewin’s Model
Unfreezing Change Refreezing

ADKAR Model
A-Is your organization aware of the change you want to make?
D-Are employees actively involved in the change process?
K-Are employees educated on how the change will happen?
A-Are individuals able to execute on the change?
R-Are employees ensuring this change will continue?
Step Focus Assessment & Strategy
Awareness
Desire
Knowledge
Ability
Reinforcement

Kotter’s Model
Step How will you achieve it?
Create a sense of urgency
Build a coalition
Form a strategy
Communicate the vision or strategy for change
Enable / Empower stakeholders to incorporate changes
Generate short-term goals / wins
Sustain – capitalize wins
Institute / incorporate new changes & culture

ASSUMPTIONS

While managing change, it’s possible that assumptions will be made. All assumptions regarding change are documented here with a recommended plan to manage. These should be relevant additions to help inform your organization of what to expect and prepare for (be specific and concise, what do they need to know, what is relevant specific to your plan)

Assumption

ISSUES

While managing change, it’s possible that issues will be encountered. All issues regarding change are documented here with a recommended plan to manage. These should be relevant additions to help inform your organization of what to expect and prepare for (be specific and concise, what do they need to know, what is relevant specific to your plan)

Issues

RISKS

While managing change, risks may be identified. All risks regarding change are documented here with a recommended plan to manage. These should be relevant additions to help inform your organization of what to expect and prepare for (be specific and concise, what do they need to know, what is relevant specific to your plan)

Risks

Completing the template:

Contents - this will be your table of contents to help the reader find specific information quickly

SWOT Analysis - this should reflect your thorough research of the organization (through direct knowledge, publicly accessible information, etc.). Be specific and avoid general concepts. Remember this is specific to your chose organization

Stakeholder Considerations - Remember, the organization is the audience / reader, what do they specifically need to know in order to facilitate this change process

Change Model - Choose only one (1) change model to focus on for this specific change in this specific organization (you don't need to build all 3)
Choose your preferred change model, and your details and plan should be well reflective of our change model and organizational culture concepts.
Remember, be specific to your organization (avoid general concepts, your plan should be relevant and applicable to your specific organization and change).

Assumptions, Issues, Risks - These should be relevant additions to help inform your organization of what to expect and prepare for (be specific and concise, what do they need to know, what is relevant specific to your plan)

ATTACHMENTS

Add any additional information, appendices, resources, etc.