Rollout of a change management initiative.

Outline Template (Microsoft Word)

Chosen Topic: Rollout of a Change Management Initiative

General Purpose:	To guide
Specific Purpose:	To guide the organization on ways to implement change management initiatives.
Central Idea:	Change management is an essential part of organization’s growth and it should be a continuous process. Therefore it is important to understand how to implement any change initiative within an organization.

INTRODUCTION

I. Attention Material

A. Introduction to change management

1. Definition of change: What it is in the organizational context.

2. Definition of change management

B. Change management initiatives.

1. Steps of implementing change management initiatives.

2. Barriers or challenges in implementation process.

3. Effective tools that can be used in the rollout of change management initiatives.

II. Orienting Material

A. It is important to understand the meaning of change in the organization

B. Change management involves the methods which organizations use to implement change in both external and internal processes.

C. The process of change can be a challenge with various barriers and it therefore needs a good structured strategy to help in the process.

D. Effective communication is one important factor to change management.

E. The information used is gathered from the sources identified in the annotated bibliography prepared.

(Transition: It is important to know what change is and how important it is.)

BODY

I. Change and change management.

A. Organizational change involves moving the organization from one state of affairs to another. Usually it is a response to something that has happened, introduction of a new technology, a national disaster or change in the management structure.

B. Change management involves preparing the relevant stakeholders, establishing the necessary change steps, monitoring of the change activities and implementation.

1. Define change and select the change management team. It is important that the internal stakeholders especially the employees are fully aware of the meaning of change and its relevance to the mission and growth of the organization.

2. After identifying the sponsorship commitments from the shareholders, an implementation plan should be developed. Most change initiatives require resources in terms of money and time and it is important that the shareholders’ cooperation is guaranteed because the change process requires finances for the processes.

3. Collection and analysis of data. This involves getting the information about what the change is all about and the set objectives together with the set strategies.

4. Lookout of gaps and resistance. This provides the platform to identify the potential barriers or challenges before they happen. Feedback from the employees will help determine how open they are to change and if there is resistance detected clarifications can be provided to them.

5. Modify plans if need be and go to the implementation plan. Early detection of barriers or resistance will provide an opportunity for strategies to be adjusted accordingly then the implementation plan will start.

(Transition: Let’s look at the barriers to effective change management initiatives).

II. There are barriers to change management initiatives

A. Lack of commitment to change both from the employees and the top management. This might be a result of poor communication or not everyone in the organization share the vision.

B. Inefficient and poor communication about change to the employees. This can be attributed to poor communication tools or hierarchy in the organization.

C. Lack of proper strategy direction.

D. Individual resistance from the internal stakeholders.

E. Cultural barriers like resistance to organizational culture shift.

F. Inadequate resources allocated towards change management. This is likely to happen if there is no support from the shareholders as they are financers of all projects in the organization.

G. Lack of management support.

H. Past experiences about failed change management initiatives.

(Transition: There are effective tools that can be used for change management initiatives)

III. Effective tools for successful change management initiatives

A. Good communication tools and processes.

B. Smooth approval process.

C. Process maps and flowcharts.

D. Culture mapping.

E. Force field analysis.

F. Stakeholder analysis

G. Governance tools.

H. Access to relevant data.

(Transition: Let’s conclude.)

CONCLUSION

I. In summary

A. Change management initiatives are important to organizations.

B. There will be barriers in the process of change management.

C. Effective tools can be incorporated to help in the implementation process.

VISUAL AIDS

PowerPoint slides showing the processes, and the points in bullet forms

Pictures of tools that can be used in the implementation process