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Formulate the Change Management Strategy The purpose of Formulate the Change Management Strategy is to develop the overarching approach for how an organization transitions from its current state to its future state. The Change Management Strategy is typically designed to realize a set of goals to...

Formulate the Change Management Strategy The purpose of Formulate the Change Management Strategy is to develop the overarching approach for how an organization transitions from its current state to its future state. The Change Management Strategy is typically designed to realize a set of goals to achieve specific organizational outcomes. The Change Management Strategy details the scale, scope, and complexity of the change program and defines the requirements and implementation options, challenges, constraints, opportunities, success criteria, measurements, RACI, and governance for each change management activity needed to achieve successful and sustainable change implementation. It clarifies what needs to be done, why it needs to be done, who will do it, when it will be done, and the expected outcome. It may also include resource and other cost requirements for the change program, such as tools or technology solutions used by the change team, marketing/ communication materials, orevents. The Change Management Strategy clearly states the Case for Change (sometimes referred to as the change case) and highlights program-specific approaches to develop and deliver all in-scope change management workstreams, which may include: Sponsor accountabilities and activities Leadership alignment Stakeholder engagement Communication Organization and process design Culture and behavior change Impact assessment and management Readiness planning Learning and development Performance management Risk management Benefit realization and sustainability management The approach will be informed by the change diagnostics, assessments, and engagement completed in 5.1 Evaluate Change Impact and Organizational Readiness. The diagnostics and assessments provide data for the change strategy to be tailored to the organization or to specific areas of the organization and are cognizant of the level of impact of change, challenges to implementing the change, communication barriers and opportunities, critical success factors, and engagement requirements. Each organization will have unique constraints and opportunities that the change strategy must address. Key areas to be addressed in the change strategy to minimize risk to implementing the strategy and to maximize effectiveness include the following: Strength of the Case for Change: If the Case for Change is strong, well supported, and consistently communicated, then the level of risk will be lower because those affected will understand the need to make and commit to the required changes. If the strength of the case is weak, resulting in poor communication planning, low visibility, or minimal sponsorship support, then risk levels may be higher because those affected by the change will not “buy in” or accept the need to change. Inadequate change planning may result in poor adoption of the change, insufficient allocation of resources necessary to drive the change, and lack of credibility for the project.