1. Change Management Session 6 Planning implementation: the Change Roadmap

2. Timetable – Session 6 Introduction to the session The Change Roadmap: the integration of all aspects of change management Introduction of project (assignment): Change Roadmap BREAK The change roadmap: case study and feedback Conclusions

3. Learners who successfully complete this session will: understand the importance of implementation planning take into account the rational side of change management as well as the emotional side while implementing change integrate all aspects of change management such as project management, stakeholder management, resistance, communication, etc. devise an implementation plan (change roadmap)

4. The Change Roadmap - format The aim of a Change Roadmap is to implement change succesfully: Taking into account both the rational and the emotional side of change management Integrating all initiatives with regard to stakeholder management, project management, communication planning, … in one tool Coming up with a planning instrument that is at the same time an appealing case for change

5. Input for the Change Roadmap – the phases of a change process 1. The Strategy setting phase Analyse and define the problem (burning platform) Create ownership and different options Select one option and create commitment 2. The Design phase Translate the chosen strategy, vision and mission in concrete actions Make a stakeholder map and create buy-in Develop a project plan and a change roadmap 3. Implementation phase Realize the project plan Manage resistance and the human side of change Learn and integrate the change in the organizational culture 4. Evaluation and follow-up phase Evaluate if the change is integrated in the organizational culture Unfreezing Moving Refreezing

6. The Change Roadmap – format (1) The Change Roadmap UnfreezingMovingRefreezing Strategy settingDesignImplementationEvaluation & follow-up

7. A linear, rational process focusing on the planned implementation of specific change Behavioural change is an emotional cyclic process FIELD OF TENSION Input for the Change Roadmap – the rational and the emotional side

8. The Change Roadmap – format (2) The Change Roadmap UnfreezingMovingRefreezing Strategy settingDesignImplementationEvaluation & follow-up milestone Project management Key deliverables More detailled project Plans can be added in attachment The rational side

9. The Change Roadmap – format (2) The Change Roadmap UnfreezingMovingRefreezing Strategy settingDesignImplementationEvaluation & follow-up milestone Project management Key deliverables The emotional side Change management Supportive CM actions

10. Stakeholder Map - B StakeholdersObjectivesInvolvementActionsComments under stand buy-inactinformconsultinvolve Input for the Change Roadmap – the phases of a change process Add stakeholder objectives in detail

11. The Change Roadmap – format (3) The Change Roadmap UnfreezingMovingRefreezing Strategy settingDesignImplementationEvaluation & follow-up Project management Change management Internal Stakeholders External Stakeholders target Add stakeholder objectives in detail More detailled stakeholder management plans can be added in attachment

12. Assessment: project Objective: design a Change Road Map for your organization’s supported employment project Include: stakeholder analysis (A&B, formats provided), road map (format provided), activity schedule and input specification/required resources (use own formats) Individual or group assignment Submit in four weeks time

13. Learners who successfully complete this module will: understand change processes and how they affect organizations, individuals and teams be capable of identifying key stakeholders in a change process, understanding what drives them and communicating with them in a way that generates support for the change process understand how people interact in organizations and be able to assess the nature of people’s behaviour and interaction and their effect on the change process have acquired skills to plan the change process adequately.

14. “Performance Improvement Grid” START DOINGSTOP DOING DO MOREDO DIFFERENTLY