Organizational Change Management Toolkit

Save time, empower your teams and effectively upgrade your processes with access to this practical Organizational Change Management Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Organizational Change Management 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 Management specific requirements:

STEP 1: Get your bearings

Start with...


• The latest quick edition of the Organizational Change Management Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.


Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…


• 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 994 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 Management improvements can be made.

Examples; 10 of the 994 standard requirements:


1. What are the implications of organizational size and complexity on the sustainability of change, including the institutionalization of new practices, the alignment of incentives and rewards, and the ongoing measurement and evaluation of change initiatives, and how can leaders ensure that change becomes a lasting part of the organization's DNA?
   
   

2. What are the opportunities and challenges presented by the digitalization of large organizations, including the integration of new technologies, the development of new business models, and the need for ongoing employee upskilling and reskilling, and how can leaders harness the power of digital transformation to drive growth and innovation?
   
   

3. In what ways does the size and complexity of an organization impact the role of leadership in driving change, including the development of a compelling vision, the empowerment of change agents, and the creation of a culture of continuous improvement, and how can leaders balance direction-setting with empowerment and decentralization?
   
   

4. What approaches can be used to ensure that training and development initiatives are tailored to the specific needs of different employee groups, such as frontline staff, managers, and executives, and how can these approaches be adapted to address the unique challenges and opportunities present in different organizational settings?
   
   

5. In what ways does the size and complexity of an organization impact the communication of change, including the development of compelling narratives, the selection of communication channels, and the timing and frequency of messaging, and how can leaders ensure that all stakeholders receive consistent and clear information?
   
   

6. How do the goals and objectives of organizational change initiatives, which often focus on process improvements, efficiency gains, or strategic repositioning, intersect with the personal goals and aspirations of individual employees, who may be motivated by career advancement, work-life balance, or personal fulfillment?
   
   

7. In organizations with high levels of specialization and functional silos, how do you build cross-functional teams and foster collaboration among stakeholders with different skill sets, expertise, and priorities, and what leadership behaviors and organizational structures are necessary to support this collaboration?
   
   

8. How can storytelling be used to celebrate successes and milestones during the change journey, reinforcing the progress made and motivating employees to continue working towards the desired outcome, and what are the benefits of using storytelling to recognize and reward employee contributions to the change effort?
   
   

9. What are the implications of current organizational processes, including workflows, decision-making protocols, and communication channels, on the ability to respond to changing market conditions, customer needs, and technological advancements, and how might these processes need to be redesigned or re-engineered?
   
   

10. In what ways do organizational change initiatives, which often rely on top-down directives and standardized protocols, incorporate or accommodate the unique needs, preferences, and learning styles of individual employees, and how can leaders ensure that personal change is aligned with organizational goals?
    
    


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:


• The workbook is the latest in-depth complete edition of the Organizational Change Management book in PDF containing 994 requirements, which criteria correspond to the criteria in...


Your Organizational Change Management 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 Management Self-Assessment and Scorecard you will develop a clear picture of which Organizational Change Management areas need attention, which requirements you should focus on and who will be responsible for them:
  
  


• Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix

• Gives you a professional Dashboard to guide and perform a thorough Organizational Change Management 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 Management projects with the 62 implementation resources:


• 62 step-by-step Organizational Change Management Project Management Form Templates covering over 1500 Organizational Change Management project requirements and success criteria:


Examples; 10 of the check box criteria:


1. Risk Management Plan: Do requirements demand the use of new analysis, design, or testing methods?
   
   

2. Planning Process Group: How are the principles of aid effectiveness (ownership, alignment, management for development results and mutual responsibility) being applied in the Organizational Change Management project?
   
   

3. Cost Management Plan: How difficult will it be to do specific tasks on the Organizational Change Management project?
   
   

4. Cost Management Plan: Are internal Organizational Change Management project status meetings held at reasonable intervals?
   
   

5. Activity Duration Estimates: Do checklists exist that list frequently performed activities?
   
   

6. Executing Process Group: What are the main types of goods and services being outsourced?
   
   

7. Risk Management Plan: My Organizational Change Management project leader has suddenly left your organization, what do you do?
   
   

8. Risk Management Plan: Is there additional information that would make you more confident about your analysis?
   
   

9. Stakeholder Management Plan: Are internal Organizational Change Management project status meetings held at reasonable intervals?
   
   

10. Procurement Management Plan: Are trade-offs between accepting the risk and mitigating the risk identified?


 
Step-by-step and complete Organizational Change Management Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:


• 1.1 Organizational Change Management project Charter

• 1.2 Stakeholder Register

• 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:


• 2.1 Organizational Change Management 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 Management 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 Management 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 Management 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 Management project or Phase Close-Out

• 5.4 Lessons Learned


Results

With this Three Step process you will have all the tools you need for any Organizational Change Management project with this in-depth Organizational Change Management Toolkit.

In using the Toolkit you will be better able to:


• Diagnose Organizational Change Management 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 Management and put process design strategies into practice according to best practice guidelines


Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

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 Management investments work better.

This Organizational Change Management All-Inclusive Toolkit enables You to be that person.

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.