Creating a Successful Change Management Plan

Organizations need to be strategic when creating a plan for implementing an effective change management process. To guarantee a successful project, it is essential to have a team structure, a sponsorship model, special tactics, and a risk assessment. Without these elements, it is difficult to develop and execute the change management plans. The risk of not managing change from the point of view of the people in a particular project is related to the characteristics of change and organizational attributes.

To support the process, activities and tools are usually developed and managed by the change management team or other stakeholders. To develop this skill set, one of the best ways is to go back to school to continue studies in the field. When developing the strategy, the change management team documents the overall risk and specific risk factors. Due to changing consumer expectations and competition in the global economy, the science of organizational change itself is constantly changing and evolving.

To ensure a smooth organizational transition, it is important to follow these six steps to create a change management plan:

  • Work with a change management model. Pay attention to the high and low points of the momentum.
  • Understand Kurt Lewin's three-stage model of change.
  • Familiarize yourself with Everett Rogers' book Diffusion of Innovations.
  • Learn about William Bridges' transition model.
  • Consider getting a certificate on positive organizational development.
  • Map out who is affected by the change and how they are affected.
There is no one-size-fits-all solution when it comes to developing a change management strategy. However, with research, exploration, and resource planning, it is possible to create an effective plan regardless of the size or needs of the organization. The key to success is to be specific in assigning change management responsibilities and resources.

Change management plans are often used for major or complex organizational changes that require a more strategic approach because of their impact on a person's work. One of the most complicated parts of organizational change is that it often occurs in phases or involves a certain level of confidentiality on the part of the management team or certain individuals.

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