Change Management Strategy: A Guided Template for Projects

Define OCM as organizational change management and its variants, and show how a transparent, consistent change management strategy guides stakeholders through the change journey to boost adoption and ROI.

Explore the Prosci approach with the Prosci change triangle, the three phase process, and the adkar model, showing how leadership, sponsorship, project management, and change management drive successful change.

Explore the ACMP approach to change outlined in The Standard, featuring seven ACM subplans that form a comprehensive change management strategy and plan.

Identify and communicate the goals of the strategy, develop guiding principles, and build the OCM team responsible for execution.

Identify outcomes, benefits, and scale of the change, and set stakeholder engagement levels. Build a solution architecture document and stakeholder register to tell the change story and assess change fatigue.

Leverage solution architecture documentation to compare current and future states, identify changes in tools, processes, and responsibilities, and communicate risks with end-user infographics illustrating firewall protection and future-state software solutions.

The project charter offers a view of what changes occur, why they happen, benefits, risks, scope, sponsors, and metrics, guiding change management strategy and alignment with the project manager.

Assess how stakeholders receive change using the company culture assessment, stakeholder register, and change fatigue assessment; interview leaders to capture past communications and lessons learned.

Explore an editable company culture assessment template provided in Word and PDF. Tailor questions on leadership, change handling, morale, retention, HR tools, and channels, then design your own assessment plan.

Create the high level stakeholder register, the first part of the two-part tool, mapping all impacted groups to ensure no one is left out in daily communications and trainings.

Build and analyze a stakeholder register by listing groups, departments, and main contacts, then use slicers to filter by impact to tailor communications and go-live planning.

Assess change fatigue by interviewing project team members, leaders, and stakeholders to gauge current change levels, identify risks, and develop remediation plans addressing schedule, budget, or resources to enable adoption.

Conduct a change fatigue assessment by interviewing high-impact stakeholders, comparing current and expected change load and morale, and documenting risks with action steps for the RAID log.

Build a case for change by blending the project charter with emotional, simple language to communicate to the general employee population, highlighting benefits for them and the company.

Learn to use an engagement matrix to tailor stakeholder engagement by assessing impact and desired support through interviews, and apply strategize, create, educate, and inform approaches.

Develop the stakeholder analysis in the register by documenting current and desired engagement, noting the ocm strategy, and creating group-specific actions to close gaps via touchpoints and updates.

Identify current and desired stakeholder engagement levels, apply a general OCM approach, and close gaps with group-specific actions, using slicers and inputs to tailor strategy.

Create a measurement and benefits realization plan with performance indicators, cost-benefit analysis, and change management goals to monitor outcomes while engaging stakeholders via a stakeholder register and change champion network.

Document impacts and risks with change risk and impact assessments to guide communication and readiness, then develop future state processes, training plans, and skills development with HR and stakeholders.

Explore guiding principles as a rulebook that sets expectations for communication, collaboration, and decision making on a change initiative, and have the steering committee treat decisions as final until petitioned.

Build a cross functional, informal OCM team to support stakeholder adoption of the future state. Define the OCM team RACI—accountable, responsible, consulted, informed—driving transparency and aligned resources with the sponsor.

Use the OCM team RACI template to assign accountability, responsibility, consulted, and informed roles across sponsors, project managers, the OCM team, and stakeholders, aiding change initiatives and resource planning.

Recap key ocm philosophies, tools, and assessments to build your change management strategy and assemble the culture, stakeholder, fatigue, and RACI templates into the final PowerPoint.

Explore an OCM strategy template to plan, customize, and communicate change, align stakeholders, and implement seven sub plans within a formal change management approach.