Organizational Change Toolkit

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Warrant that your organization creates Integrated Solutions to business problems by developing relationships with individuals, employee groups and Business Leaders to communicate organization policies/programs/procedures and provide leadership around Organizational Change and development.

More Uses of the Organizational Change Toolkit:

  • EngagE Business and IT stakeholders to Build Consensus around overall IAM Program Success Metrics, business benefit, and support for Organizational Change.

  • Ensure you shape; lead large and complex initiatives and solutions (involving multiple departments, new/leading Edge Technology, integrating several technology types, high visibility and/or risk, resulting in significant Organizational Change).

  • Drive Organizational Change by forging new working relationships and synergies across the Network and the community, establishing greater transparency and accountability.

  • Ensure you suggest; lead technology aspect of Digital Transformation and collaborate with broader stakeholders on Organizational Change capabilities, and helping clients transform into digital enterprises that continue to develop and innovate with speed, at scale.

  • Have provided documented business and Organizational Change Leadership and, ideally, have been successful doing so in more than one organization.

  • Be certain that your enterprise leads the efforts of developing Lean Agile engineering and management Best Practices, metrics, governance, and Organizational Change Management practices.

  • Warrant that your business develops ahead of any deployment and implementation points, As Is to to Be Gap Analysis and corresponding IT or Organizational Change Management plans for successful deployment and transition planning.

  • Provide insights to your Organizational Change Teams and partner to build communication and training activities across a diverse community of users.

  • Coordinate: especially given your Business Growth and natural Organizational Changes, the commitment to providing quality care has been unfailing.

  • Evaluate: organization advocates are members of the luma project Organizational Change Management Team and serve as the point of contact for departments in assigned grouping.

  • Ensure you allocate; lead, design and drive your Organizational Change Management Program on one or more concurrent large scale Business Transformation engagements.

  • Drive Organizational Change according to the Talent and People Solutions strategy and ensures Operational Excellence, while promoting a high performing, diverse and inclusive work culture.

  • Apply Best Practices with regard to digital standards, be aware of current trends in Digital Technology, and investigate Emerging Technologies and strategies.

  • Pilot: leverage Internal Stakeholders to manage your Organizational Change through the transition to a new structure, ways of working, and new roles.

  • Audit: continually assess the need for Organizational Change and champions change initiatives while removing the obstacles that inhibit organizational growth.

  • Ensure your operation complies;
  • Support your Organizational Development and design needs of business units collaborating with Team Members or external resources, with emphasis on change in people, process and/or technology.

  • Transfer Project Management methodologies and Organizational Change Management knowledge to Organizational Performance and Planning Office throughout the project.

  • Ensure your Organizational Effectiveness team ensures your clients and teams are equipped, engaged, and empowered to act quickly and strategically while embracing change.

  • Provide skill in communicating and collaborating with Executive Leadership, Organizational Change Management staff and consultants, Project Management Teams, Project Networks, Stakeholders, and other project vendors.

  • Warrant that your operation coordinates the development and execution of training, coaching, and communications plans related to Change Management needed to drive change and adoption.

  • Lead: actively engage in Change Management activities for enterprise improvements efforts and drive Organizational Change Management principals across program.

  • Coordinate: work closely with Organizational Change Management, organization transformation, and communications teams to develop and implement a training strategy.

  • Manage cross functional teams (operations, sales) at the outset of change programs to enable understanding and effective use of change tools to drive successful employee adoption and engagement and achievE Business goals.

  • Create a comprehensive snapshot of change initiatives, relation to one another, Business Relevance, and field employee (sellers) impact.

  • Identify opportunities for Organizational Changes that reduce complexity, capture efficiencies and align resources to uphold healthy expense ratios.

  • Manage work with pursuIT Teams to sell Organizational Change Management services either on a standalone basis or as part of large technology enabled Transformation Programs.

  • Assure your organization creates deliverables for Business Leaders that support Organizational Change and investments in response to Disruptive Forces and toward achieving targeted business outcomes.

  • Be accountable for working in small dynamic teams who partner with key client decision makers managing the people components of the program from initial strategy to implementation.


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

Start with...

  • 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.

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 999 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 999 standard requirements:

  1. Who will be in control?

  2. What training and qualifications will you need?

  3. Do the Organizational Change decisions you make today help your organization in three years time?

  4. Are the planned controls in place?

  5. How will effects be measured?

  6. What assumptions are made about the solution and approach?

  7. How do you verify Organizational Change completeness and accuracy?

  8. Are you making progress, and are you making progress as Organizational Change leaders?

  9. How do you lead with Organizational Change in mind?

  10. Why should you adopt a Organizational Change framework?

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 book in PDF containing 994 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:

    • 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 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 1500 Organizational Change project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?

  2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?

  3. Project Scope Statement: Will all Organizational Change project issues be unconditionally tracked through the Issue Resolution process?

  4. Closing Process Group: Did the Organizational Change Project Team have enough people to execute the Organizational Change Project Plan?

  5. Source Selection Criteria: What are the guidelines regarding award without considerations?

  6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Organizational Change Project Plan (variances)?

  7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?

  8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?

  9. Procurement Audit: Was a formal review of tenders received undertaken?

  10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?

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:

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

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 investments work better.

This Organizational Change 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.