Save time, empower your teams and effectively upgrade your processes with access to this practical Organizational Change Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Organizational Change related project.
Download the Toolkit and in Three Steps you will be guided from idea to implementation results.
The Toolkit contains the following practical and powerful enablers with new and updated Organizational Change specific requirements:
STEP 1: Get your bearings
- The latest quick edition of the Organizational Change Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.
- Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation
Then find your goals…
STEP 2: Set concrete goals, tasks, dates and numbers you can track
Featuring 987 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Organizational Change improvements can be made.
Examples; 10 of the 987 standard requirements:
- Tell me about your preferred coaching style. I especially want help with (organizational change, leadership, life balance, vision, relationships, time management). how would you help me with that?
- Are the various points of view (in terms of discipline, work experience, and diversity) relevant to the task at hand adequately represented so that informed, intelligent decisions will be made?
- Constantly communicate the new direction to staff. HR must rapidly readjust organizational charts, job descriptions, workflow processes, salary levels, performance measurement, etc. Why?
- Is there a timely attempt to prepare people for technological and organizational changes, e.g., through personnel management, training, or participatory decision making?
- Credibility – Does the group have enough people with good reputations in the organization so that its pronouncements will be taken seriously by other employees?
- Business Change and Training Manager responsibilities include Planning, coordinating and implementing an Organizational Change Management Plan?
- Do you have resources, processes, and methodologies in place to provide training and organizational change management services?
- Is there a real willingness to say we made a mistake, this isnt working as well as we thought it would, what can we do better?
- What did you intentionally do from the beginning to the conclusion of the change initiative that you believe was effective?
- How likely is it that an initiative which changes how business is done, will deliver exactly the value that is expected?
- The workbook is the latest in-depth complete edition of the Organizational Change book in PDF containing 987 requirements, which criteria correspond to the criteria in…
Your Organizational Change self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:
- The Self-Assessment Excel Dashboard; with the Organizational Change Self-Assessment and Scorecard you will develop a clear picture of which Organizational Change areas need attention, which requirements you should focus on and who will be responsible for them:
- Gives you a professional Dashboard to guide and perform a thorough Organizational Change Self-Assessment
- Is secure: Ensures offline data protection of your Self-Assessment results
- Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:
STEP 3: Implement, Track, follow up and revise strategy
The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Organizational Change projects with the 62 implementation resources:
- 62 step-by-step Organizational Change Project Management Form Templates covering over 6000 Organizational Change project requirements and success criteria:
Examples; 10 of the check box criteria:
- Project Scope Statement: Name and describe the 2 elements that deal with providing the detail?
- Resource Breakdown Structure: Who is allowed to see what data about which resources?
- Issue Log: Can you think of other people who might have concerns or interests?
- Activity Duration Estimates: If the optimistic estimate for an activity is 12days, and the pessimistic estimate is 18days, what is the standard deviation of this activity?
- Source Selection Criteria: Does an evaluation need to include the identification of strengths and weaknesses?
- Planning Process Group: Are the necessary foundations in place to ensure the sustainability of the results of the Organizational Change project?
- Risk Register: Whats the appropriate level of risk management for this Organizational Change project?
- Probability and Impact Matrix: Are staff committed for the duration of the Organizational Change project?
- Procurement Management Plan: Does a documented Organizational Change project organizational policy & plan (i.e. governance model) exist?
- Human Resource Management Plan: Are internal Organizational Change project status meetings held at reasonable intervals?
Step-by-step and complete Organizational Change Project Management Forms and Templates including check box criteria and templates.
1.0 Initiating Process Group:
- 1.1 Organizational Change project Charter
- 1.2 Stakeholder Register
- 1.3 Stakeholder Analysis Matrix
2.0 Planning Process Group:
- 2.1 Organizational Change project Management Plan
- 2.2 Scope Management Plan
- 2.3 Requirements Management Plan
- 2.4 Requirements Documentation
- 2.5 Requirements Traceability Matrix
- 2.6 Organizational Change project Scope Statement
- 2.7 Assumption and Constraint Log
- 2.8 Work Breakdown Structure
- 2.9 WBS Dictionary
- 2.10 Schedule Management Plan
- 2.11 Activity List
- 2.12 Activity Attributes
- 2.13 Milestone List
- 2.14 Network Diagram
- 2.15 Activity Resource Requirements
- 2.16 Resource Breakdown Structure
- 2.17 Activity Duration Estimates
- 2.18 Duration Estimating Worksheet
- 2.19 Organizational Change project Schedule
- 2.20 Cost Management Plan
- 2.21 Activity Cost Estimates
- 2.22 Cost Estimating Worksheet
- 2.23 Cost Baseline
- 2.24 Quality Management Plan
- 2.25 Quality Metrics
- 2.26 Process Improvement Plan
- 2.27 Responsibility Assignment Matrix
- 2.28 Roles and Responsibilities
- 2.29 Human Resource Management Plan
- 2.30 Communications Management Plan
- 2.31 Risk Management Plan
- 2.32 Risk Register
- 2.33 Probability and Impact Assessment
- 2.34 Probability and Impact Matrix
- 2.35 Risk Data Sheet
- 2.36 Procurement Management Plan
- 2.37 Source Selection Criteria
- 2.38 Stakeholder Management Plan
- 2.39 Change Management Plan
3.0 Executing Process Group:
- 3.1 Team Member Status Report
- 3.2 Change Request
- 3.3 Change Log
- 3.4 Decision Log
- 3.5 Quality Audit
- 3.6 Team Directory
- 3.7 Team Operating Agreement
- 3.8 Team Performance Assessment
- 3.9 Team Member Performance Assessment
- 3.10 Issue Log
4.0 Monitoring and Controlling Process Group:
- 4.1 Organizational Change project Performance Report
- 4.2 Variance Analysis
- 4.3 Earned Value Status
- 4.4 Risk Audit
- 4.5 Contractor Status Report
- 4.6 Formal Acceptance
5.0 Closing Process Group:
- 5.1 Procurement Audit
- 5.2 Contract Close-Out
- 5.3 Organizational Change project or Phase Close-Out
- 5.4 Lessons Learned
With this Three Step process you will have all the tools you need for any Organizational Change project with this in-depth Organizational Change Toolkit.
In using the Toolkit you will be better able to:
- Diagnose Organizational Change projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
- Implement evidence-based best practice strategies aligned with overall goals
- Integrate recent advances in Organizational Change and put process design strategies into practice according to best practice guidelines
This Toolkit empowers people to do just that – whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc… – they are the people who rule the future. They are the person who asks the right questions to make Organizational Change investments work better.
This Organizational Change All-Inclusive Toolkit enables You to be that person: