C4C Ch 7 Planning for Change

The phase where the consultant gets to know the client's organization, its culture, and the specific challenges they are facing. Understanding the client system is crucial for a successful change process.

The phase where the consultant works with the client to create a shared vision for change, develop a plan of action, and build commitment from stakeholders. This phase involves careful planning, communication, and relationship building.

The phase where the consultant guides the client through the actual implementation of the changes. This includes providing support, coaching, and addressing any challenges that may arise.

The initial phase where the consultant builds rapport with the client organization, identifies key stakeholders, and clarifies the scope of the project. This phase is critical for establishing trust and creating a foundation for collaboration.

The process of helping an organization or individual to adopt new ideas, strategies, or behaviors. It involves a series of steps, including understanding the client system, planning for implementation, accompanying implementation, and inspiring change.

A clear and believable explanation of how change will happen, outlining the expected steps and outcomes.

A detailed plan that focuses on achieving specific, measurable outcomes, with prioritized activities and a clear timeline.

Clearly defining who is responsible for each part of the change process, ensuring everyone knows their role.

Aligning your change plans with the values and principles that guide your organization.

Providing staff with necessary resources, training, and support to navigate the change process successfully.

The current situation is no longer acceptable. People are uncomfortable, and change is necessary to improve things.

Ideally, we should have a clear, straight path to the desired future state. However, reality is often messy and unpredictable.

To prevent negative consequences during change, it's important to support staff through retraining, counselling, and informing them about the benefits of change.

Identifying individuals or groups whose actions, thoughts, or interests are directly impacted by a proposed change.

A tool that helps visualize and understand the influence each stakeholder possesses and their stance toward the change.

The degree to which each stakeholder's support is crucial for the success of the change.

Understanding the political landscape and how stakeholder interactions and dynamics can impact change.

Demonstrating the positive impact of change on the organization and individuals, ensuring benefits are clearly communicated.

The starting point of change when people realize the current situation is unacceptable and consider moving towards a new, better state.

A team formed within an organization to guide and oversee the change process, offering local knowledge and expertise.

The process of cautiously embracing the new way of doing things, taking small steps to test and adjust.

The period of uncertainty and adjustment when one has left the old way but hasn't fully adopted the new one.

Choosing to embrace the change and move forward, leaving behind old habits and adopting new ones.

The role of the Internal Guiding Team in successfully managing the change process.

The challenge of adjusting to a new way and letting go of old beliefs and practices.

A planning technique that involves imagining the failure of a project or change and brainstorming reasons why it failed. This encourages team members to surface potential issues and risks they may not otherwise have mentioned.

Short-term wins are small, achievable projects or tasks within a larger change process. They are designed to provide a quick sense of accomplishment and momentum, showing progress and building commitment.

A list of projects or tasks that can be tackled quickly and easily, often with minimal effort. They are prioritized for their ability to create tangible results early on.

When evaluating projects, assess the unambiguousness, visibility, and meaningfulness of the potential win based on a scale from 1 to 10. This helps determine the overall impact and value of the project.

The period of time needed to achieve a win. Assess projects based on the expected timeframe to realisticly judge their impact.

The amount of effort and expense required to complete a project. Assess projects based on their resource requirements.

The degree to which a win will be unambiguous and easily understood by stakeholders. This ensures that the success of the project is clear and undeniable.

The degree to which a win will be visible to the organization and relevant stakeholders. This ensures that the project's success is widely recognized.

A clear and specific statement that details what you want to achieve in a change process. It defines the desired outcomes and helps track progress towards them.

A detailed plan that outlines specific actions and steps to achieve the change objectives. It breaks down the overall goal into manageable tasks.

The process of analyzing the current situation to identify opportunities for improvement and potential challenges. It helps to understand the starting point for change.

The process of visualizing the desired future state after the change is implemented successfully. It provides a clear vision of what the organization will look like.

A group of individuals who have a stake in the outcome of the change initiative. They can be internal or external to the organization.

A group of individuals who are actively involved in driving the change forward. They champion the change and build support among other stakeholders.