Checklist for change

Final piece from 'change management in a week.' see previous posts.

Initial concept
Ask:

• what change is required?
• what are we trying to achieve?
• what will be the benefits?
• what will be the costs?
• how long do we have to make the changes?
• what is the likelihood of success?
• what are the alternatives?
• what happens if we do nothing?

Watch out for

• do not get tunnel vision - focus on outcomes and weigh carefully the possible alternatives for achieving them
• do not underestimate obstacles.

Unfreezing

Ask

• What will be on the project team?
• who will be the change manager?
• what need to be done when?
• what are the likely obstacles at each stage?
• how will be create dissatisfaction with the current?
• how will we create a vision of the future?
• what will be the milestones to show progress?

Watch out for

• disguised resistance (people saying yes when they mean no, actions not matching words)
• don't underestimate the task
• do not underallocate resources
• watch the detail
• ensure a sense of urgency is created.

Moving

Ask

• what are the indicators that change is happening?
• are new ways of working/structure being adhered to?
• are the barriers being overcome?
• have significant dissenters been removed or neutralised?
• are people receiving sufficient support, coaching, training?
• do recognition and reward systems match what is being required by the change?

Watch out for

• verify changes are being made
• create and celebrate quick wins
• ensure managers communicate a consistent message (discuss differences of opinion in private)

Refreezing

Ask

• Is the recognition and reward system continuing to support the change?
• have news ways of working become part of the routine?
• has the change delivered the expected benefits?
• what needs to be changes next?

Watch out for

• check that people are not sliding back into old ways of working
• do not celebrate victory too early
• ensure that benefits are being delivered and communicated