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Assess External Factors that May Affect Organizational Change The purpose of Assess External Factors that May Affect Organizational Change is to identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholde...

Assess External Factors that May Affect Organizational Change The purpose of Assess External Factors that May Affect Organizational Change is to identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholder adoption of the future state. This process is used to determine external factors that will enable or constrain the change effort and identify how those forces will influence the change approach. This is an iterative process because the external environment can introduce new risks or opportunities that can affect the change outcomes. This process is used to guide and inform the development of the Change Management Strategy. Inputs Outputs Business Case Vision Statement Strategic Plan External Environment Impact Assessment Assess Organization Culture(s) Related to the Change The purpose of Assess Organization Culture(s) Related to the Change is to determine the cultural elements within the organization that may help or hinder the change direction and achievement of expected benefits. Organizational culture is defined as the shared values of and behaviors uniquely common to an organization. Organizational culture is integral in determining how tasks are completed, the way people interact with one another, the language they use when communicating, and the attitudes, goals, values, and leadership behaviors that are exhibited. This process determines if the organization’s current culture, structure, processes, and performance management system will support the change. If so, then the process will investigate how the current culture can be managed through the change. If the current culture will not support the change, then the process identifies the aspects of the current culture requiring change in order to realize the future state. Indicators that a cultural change may be necessary to support and sustain the change include: Current culture does not allow stakeholders to work in ways that support the futurestate Current culture does not support the planned organizational process or behaviorchange Current values are in conflict with what will be expected of the stakeholders and leaders The process focuses on the tangible cultural elements that regularly occur in an organization and the intangible elements, which are unwritten or unspoken beliefs and behaviors that may not be overt. The process identifies where cultural consistencies or compatibilities exist. The Culture Assessment is used to guide and inform the development of the Change Management Strategy. The Culture Assessment findings can be used to anticipate and avoid roadblocks. Inputs Outputs Core Values and Behaviors Current Communication Channels, Tools, and Methods Opinion Surveys and FeedbackAssessments Vision Statement Culture Assessment