5 keys to advance in the design of your Change Strategy

A few days ago we published a survey with the question: What is the biggest obstacle to accelerate change processes in your organization?

44% indicated that the main obstacle is the lack of clarity regarding the Strategy to address change processes.

Therefore, in this article, we want to share with you some recommendations so that your organization can move forward in the development of a clear strategy when facing change and transformation processes.

Why a Strategy for Change?

The purpose of formulating the Change Management Strategy is to develop the overall approach to how an organization moves from its current state to its future state.

In this sense, the Change Management Strategy is necessary to achieve a successful and sustainable change implementation.

What elements should you consider?

  • The level of complexity of the project and the scope
  • The dimensions or focuses of intervention
  • Implementation conditions or options
  • Challenges, opportunities and limitations
  • Success criteria and metrics
  • Governance, roles and responsibilities for each change management activity

But how can I apply this in my organization?

Here is a step-by-step guide to land a key tool: the Case for Change.

What is it?

It is a precise description of the vision of the change, its importance, main impacts, indicators or KPI's of success and progress, benefits and risks.

What is it for?

Ensure a shared vision and common understanding, align expectations and do not lose focus. Provides clarity on how to measure progress. Allows to take advantage of communication instances with stakeholders and facilitate involvement.

You can download here our Change Case Toolkit with the suggested steps to apply them in your organizational change projects and initiatives.

Building the case for change is a key initial step, which, if well constructed, will allow you to:

  • To give structure, order and clarity to what the change implies (especially for transformational changes).
  • Develop a shared Vision in the project team regarding Change.
  • Align expectations regarding results/benefits at all levels (team, key stakeholders, impacted users).
  •  To have relevant information for your Strategy and Communication Plan.
  •  And more!

Moreover, once you socialize it (when it is well done of course) it is a highly valued deliverable for leaders when they must explain/align their teams regarding the project and it is magical how from its construction it facilitates involvement (we are all Change Management).

Have you ever put together a change case?

As a team The Change Labwe are convinced that our value goes beyond what we do. For this reason, we collaboratively seek knowledge transfer and the development of organizational capabilities in everything we do.

We are convinced that we must help organizations to manage their change and transformation processes more easily.

That is why we invite you to review the information of our International Certification in Change Managementwhich is about to start its 10th version.

You can also schedule a space to chat and apply directly. Space is limited, let's talk!

Authors: Gabriela Prado / Bárbara Pineda