1. What will you hear at this stage?
Journey Map Example
Stage
Target Behaviors
Activities
What will you hear at this stage?
Awareness
Realizing that there is change
Understanding
Comprehending the need for change
Acceptance
Embracing the need for change
Necessary skills and capabilities are developed to perform new business processes and use new tools
Adoption
Executing new business processes as designed
Performance targets are being met
Commitment
Adoption of new behaviors & technology as the norm
The change is perceived as status quo
Build awareness of the change Identify and engage stakeholders early
Why is this happening?
Where can I get more info?
Able to articulate that something is changing
Communicate the benefits of/need for change
Provide information to help stakeholders manage implications of change to their daily activities
Able to articulate the need for change; how it will impact them and the risks of not changing
What happens if I don’t change?
Where will the changes take us?
Conversations become more solution focused vs. problem focused. Instead of “Why do I need training?” questions are “What type of training will I receive and when?”
Provide opportunities for stakeholders to gain personal experience with new ways of working
What’s my role going to be?
How will I be supported with new expectations?
Capability is being built in order to execute new processes
How can I help?
What do you need me to do differently?
Provide training to develop new capabilities
The change is perceived as the new normal and stakeholders are sharing ways to make it even better
Support users in identifying and pursuing continuous improvement opportunities
Can I make the solution even better?
Do you want to hear my ideas for improvement?

2. Journey Map – Director, XXXXXX
Stage of Change
Target Behaviors
Leader-led Activities
How will I know if they have reached that stage?
Awareness
Realizing that there is change
Begins asking questions to the supervisor about what’s changing and why
XXX is available to answer questions about the DPR’s new role
“Why is XXXX taking place?”
Understanding
Comprehending the need for change
Able to articulate the case for change, what the future state looks like, and what the impacts are to their own role and XXXXXx
XXX engages XXX in 1:1 conversations to help translate what the regional strategy means for his/her XXX, align on role expectations, and address concerns
“I understand why the new structure is designed this way”
“What is expected of me in my role to drive xxxx accountability?”
Acceptance
Embracing the need for change
Necessary skills and capabilities are developed to perform new business processes and use new tools
Cascades key messages for XXXXX to XX and XXX
Begins focusing on own personal development, based on expectations for the XXXX role
Asks questions and seeks out resources that will help to address identified skill gaps
Begins to identify local Area nuances and talent needs
XXX coaches XXX on ways to engage direct reports
XXXX reviews the XXXx self assessment and helps to identify ways to address gaps
XXX facilitates team forming activities with XxX and XXXx
“I came from the xx role. What resources are available to help me obtain the knowledge and skills I need to be a successful xxxx?”
“I understand the local nuances of my xxxx”
Adoption
Executing new business processes as designed
Performance targets are being met
Reinforces key messages for Project XXX with XXX and XXX
Helps XXX and XXX identify personal development opportunities
Identifies target recruiting schools based on xxx talent needs and begins building relationships
XXX coaches the XXX on XXXX responsibilities being transitioned from the XXX
XXX tailors coaching techniques based on which role the xxxx came from xxx
“I can help explain what is changing with XXXXX Transformation, and why”
“I feel comfortable driving XXXXX within my XXXXX
Commitment
Adoption of new behaviors & technology as the norm
The change is perceived as status quo
Manages performance development with XXXX
Promotes accountability with XXX for full xxxx ownership
Shares best practices with peers
XXX helps build the xxx capability by giving “stretch” assignments
xxx promotes recognition
“I am seeing consistency in how my XXXX are operating”