How can you create a change management plan that covers all phases?

1 Assess the need for change

The first phase of creating a change management plan is to assess the need for change and identify the key drivers, benefits, risks, and impacts of the proposed change. You can use tools such as SWOT analysis, stakeholder analysis, gap analysis, and readiness assessment to gather data and insights about the current state and the desired future state. You should also define the scope, goals, and success criteria of the change, and align them with the vision and strategy of the organization.

2 Develop the change strategy

The second phase of creating a change management plan is to develop the change strategy, which is the high-level approach and direction for implementing and sustaining the change. You can use a change management framework, such as ADKAR, Kotter's 8-step model, or Prosci's 3-phase model, to guide you through the key elements and steps of the change strategy. You should also consider the type, scale, and complexity of the change, and the level of resistance and support from the stakeholders.

3 Plan the change activities

The third phase of creating a change management plan is to plan the change activities, which are the specific tasks and actions that will execute the change strategy. You should identify the roles and responsibilities of the change team and the stakeholders, and assign them to the change activities. You should also develop a detailed timeline, budget, and resource plan for the change activities, and integrate them with the project management plan. You should also plan how you will monitor and measure the progress and outcomes of the change activities.

4 Implement the change activities

The fourth phase of creating a change management plan is to implement the change activities, which are the actual execution and delivery of the change. You should follow the change management plan and the project management plan, and communicate regularly with the change team and the stakeholders. You should also provide training, coaching, and support to the people affected by the change, and address any issues or feedback that arise during the implementation. You should also celebrate the milestones and achievements of the change activities.

5 Sustain the change outcomes

The fifth phase of creating a change management plan is to sustain the change outcomes, which are the lasting results and benefits of the change. You should reinforce the new behaviors and practices that support the change, and provide ongoing feedback and recognition to the people who have adopted the change. You should also review and update the policies, processes, and systems that enable the change, and ensure they are aligned with the organizational culture and values. You should also identify and mitigate any risks or challenges that may threaten the sustainability of the change.

6 Evaluate the change impact

The sixth and final phase of creating a change management plan is to evaluate the change impact, which is the assessment and analysis of the effectiveness and efficiency of the change. You should collect and analyze the data and feedback from the change activities, and compare them with the goals and success criteria of the change. You should also document and share the lessons learned and best practices from the change, and identify the areas for improvement and innovation. You should also acknowledge and appreciate the contributions and achievements of the change team and the stakeholders.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?