Organisational Change
Strategy
[Insert Organisation Name]
Author:[Insert Author]
Date:[Insert Date]
Version:[Insert Version]
Organisational Change Strategy
Table of Contents
Version Control .................................................................................................................................... 4
Document Reviewers / Approvers ....................................................................................................... 4
Context ................................................................................................................................................. 5
Change Background and Context................................................................................................. 5
The Need for Change ................................................................................................................... 5
Change Objectives........................................................................................................................ 5
Change Analysis.................................................................................................................................... 6
The Case for Change – Cost/ Benefit Analysis ............................................................................. 6
Changes to be Achieved ............................................................................................................... 6
Stakeholder Impact Analysis ........................................................................................................ 6
Size and Complexity of the Change.............................................................................................. 7
Cultural Assessment of the Organisation .................................................................................... 8
Operational or Technical Assessments ........................................................................................ 8
Force Field Analysis ...................................................................................................................... 8
Training Needs Analysis ............................................................................................................. 10
Change risks and mitigations ..................................................................................................... 11
Change Management Approach ........................................................................................................ 13
Change Management Objectives ............................................................................................... 13
Change Model or Theories Used................................................................................................ 13
Transitional Requirements ......................................................................................................... 13
Consultation and Communications Approach ........................................................................... 14
Training Approach ...................................................................................................................... 14
Sustainability Approach ............................................................................................................. 15
Measure of Success .................................................................................................................... 15
How Success Will be Determined .............................................................................................. 15
Available Tools to Measure ........................................................................................................ 15
Roles and Responsibilities .......................................................................................................... 16
Major Activities, Timeframes and Resources Required ............................................................. 16
Review ................................................................................................................................................ 18
How will results be reviewed? ................................................................................................... 18
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Organisational Change Strategy
Results ........................................................................................................................................ 18
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Organisational Change Strategy
Version Control
Date
Version
Author
Changes
Document Reviewers / Approvers
Name
Position
Reviewer
Reviewer and
Approver
Signature of
Approver
Sign-off
Date
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Organisational Change Strategy
Context
Change Background and Context
<Background explanation of the organisation including the current organisation climate, external
competitors or any other relevant information about the organisation.>
The Need for Change
<An explanation what has triggered the change and/or why is changed needed. Include the need
for change from internal, external and legal perspectives (if applicable).>
Change Objectives
<What are the objectives of the change? What is the change setting out to achieve? These should
be high level statements that are SMART.>
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Organisational Change Strategy
Change Analysis
The Case for Change – Cost/ Benefit Analysis
<List all the expected costs and benefits of the change. Include both tangible (quantify where
possible) and intangible costs/benefits of the change>
Changes to be Achieved
<List all the changes to be achieved in order of priority. These should focus on the outcomes
rather than how the change will be achieved. If available some of these could be from a Business
Requirements Document, a Business Case or a Scope Document. However it should not only
describe systems but also changes to organisational structure, business processes, jobs,
resourcing, culture etc. Describe how these were prioritised.>
Stakeholder Impact Analysis
<List all the groups or people impacted by the change>.
Role/Group
<Stakeholder
name or group>
Impact
(H/M/L)
Nature of Impact
Potential Activities for
the Impact
<H/M/L>
<Describe how they
will be impacted>
<Potential activities to
lessen the impact>
Internal
External
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Organisational Change Strategy
KEY
STAKEHOLDER
LEVEL OF SUPPORT OR
CONCERN
ACTIONS TO LEVERAGE INFLUENCE AND
MITIGATE RESISTANCE
<Stakeholder
name or group>
<Describe whether this
stakeholder is likely to
support the change or has
concerns with this change>
<If they are a supporter – what can be done
to use this support in the favour of change. If
they are resisting what can be done to lessen
or change them to a supporter of the
change>.
Size and Complexity of the Change
Circle the Level appropriate for each of the 5 areas.
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Organisational Change Strategy
Cultural Assessment of the Organisation
<Describe the culture of the organisation and if this presents a barrier or an opportunity for the
change required. The areas of culture you may describe (depending on relevance to the change)
include: shared assumptions, values norms, relationships within the organisation, how innovative,
how the organisation communicates, makes decisions, organises, attitude to reward and
continuous improvement. This could include examples of how the culture is demonstrated.>
Operational or Technical Assessments
<Describe how the operational aspects (Business as usual) of the organisation will be impacted
due to the change.>
<Describe how technology will be used to affect or support change.>
Force Field Analysis
Barriers
Actions to Mitigate Barriers
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Barriers
Actions to Mitigate Barriers
<What are the barriers to change>
<What actions can be undertaken to minimise or eliminate
these barriers?>
Enabler
Actions to leverage Enablers
<What are the forces that are
enabling the change to occur in the
organisation?>
<How can these factors be leveraged to improve the
effectiveness of change in the organisation?>
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Organisational Change Strategy
Enabler
Actions to leverage Enablers
Training Needs Analysis
Question
Answer
Who are the key stakeholders?
What is the knowledge/skill gap?
Why does the gap exist (causes)?
What are the consequences of the
gap?
Is there a training need?
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Organisational Change Strategy
Question
Answer
What are the most important areas
to deal with first?
What does the training need to
cover?
Change risks and mitigations
<List the risks associated with the change management of this change and rate them according to
the scale below>.
Risk ID
Risk Description
Risk Priority
Management/ Mitigation
Strategies
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<Unique
ID>
<Description of the
potential problem>
Probability =
<rating>
Impact = <rating>
Rating = <overall
rating>
<Strategy to mitigate, transfer
or accept risk>
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Organisational Change Strategy
Change Management Approach
Change Management Objectives
<Describe the change management objectives – what the change management approach is setting
out to achieve. Note: These are not the objectives of the change previously described.>
Change Model or Theories Used
<Describe and justify which change model or theory will be the basis of your change management
approach. Also provide examples of how this can be applied and will be of benefit.>
Transitional Requirements
<List any requirements for the transition – this may include people, processes, systems,
restructure etc.>.
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Organisational Change Strategy
Consultation and Communications Approach
CONSULTATION AND
COMMUNICATION EVENTS
KEY MESSAGES / CONTENT
CHANNEL
SPOKESPERSON
STAKEHOLDERS
FEEDBACK
DATE
(What are the
(What needs to be
(How will we
communication events
communicated/consulted?) communicate
surrounding the
this?)
communication/consultation
milestone? E.g. Approval,
awareness, training etc)
(Who will
communicate
this?)
(Who will
(How will we know we have
receive this
achieved our
communication/
communication/
be consulted?)
consultation objectives?
What feedback
mechanisms are in place?)
Training Approach
<List all the training events planned including coaching and mentoring. Provide details of the learning objectives, dates, times, participants, resources
and how evaluation will occur>.
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Organisational Change Strategy
Sustainability Approach
<How will you sustain the change over a period of time?>
Measure of Success
How Success Will be Determined
Available Tools to Measure
<How will you demonstrate change has been successful? If possible make
this measurable.>
<Tools that can be used to aid finding results and measurement.>
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Organisational Change Strategy
How Success Will be Determined
Available Tools to Measure
Roles and Responsibilities
<List the broad areas of responsibility for all those involved in ensuring the change occurs>.
Major Activities, Timeframes and Resources Required
Activity
Owner and Resources Required
Deadline
<List of tasks to be completed>
<Who will undertake and the resources required>
<Due date>
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Activity
Owner and Resources Required
Deadline
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Review
How will results be reviewed?
<Describe how results will be reviewed>
Results
<List the results of your review. Identify areas for additional requirements or improvements.
Provide examples>.
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