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Organisational Change Templates

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‘Hit the ground running’ in your next change initiative with specially crafted organisational change templates.

These templates can be used for systems and process change as well as any initiative that bring efficiencies to the organisation e.g. a ‘go green’ initiative and an office move.

They are easy to follow and use, are in WORD .docx format and draw on knowledge from the Change Management Foundation and Practitioner  courses.

The following templates are included in this pack:

 

 

A Change Manager’s guide and the #1 template you should have in your toolkit!

This document draws on key points outlined in the other change documents such as Organisational Context, Stakeholder Strategy, Resistance plan etc.
It is used to define the change management strategy, activities that will take place at different times during the initiative and tasks for key stakeholders to perform.Use as a guide when implementing change and as a deliverable to your customers during consulting.

 

 

 

 

Put the change into context!

At the start of an initiative, you must first understand what the change is about and the organisation it will be implemented in.  This template allows you to describe the organisation, its culture, the drivers for the change and list other key points that puts the initiative into perspective.
This document kick starts the creation of other key documents such as the Benefits and Stakeholder Strategy, so it gets the ball rolling.

Start your initiative off on the right foot!

 

 

 

 

Benefits are what we hope to achieve!

The purpose of change initiatives are to bring some kind of benefit to the organisation.

Benefits should be listed at the start of the initiative and measured once the change is implemented and in the weeks and months after.

Why not allocate a document, to track if the initiative is achieving its goals.  After all, time, money, resources and your hard work has gone into making it happen.

 

 

 

 

Initial communication by the Sponsor is pivotal!

We all know that communication about the change in the first instance, by the Sponsor, is key.  Why not provide them with this communication template to get the ball rolling.

This memo will ensure that staff are informed and it also shows commitment and buy-in to the change.

Don’t leave this important communication up to chance, provide the Sponsor with the building blocks.

 

 

 

 

Do you know who your Stakeholders are?

Understanding who your stakeholders are helps you to determine who has power and interest over the initiative and who will be impacted by the change.
Stakeholders come in many different shapes and sizes so it is essential that these are identified, classified and suitable engagement tactics are allocated.
This template is a must have as the contents are used to inform the Organisation and Stakeholder Impacts document, the Resistance Plan and the Communication Strategy and Plan.

 

 

 

 

We are the Champions!

Sometimes we need a bit of help, and Change Champions are the best resources to motivate their peers and help them adopt the change.

Don’t play this by air!  Identify and enlist change champions for your initiative ensuring the you have the right type and number of individuals for the change at hand.

Change adoption is at stake!

 

 

 

 

Are you clear on the Impacts of the change?

Change impacts the organisation in general, and stakeholders in different ways.  These impacts can be positive and negative.

This template helps you to define the organisational and stakeholder impacts which will inform your engagement, communication and resistance strategy.

See the bigger picture – and gain an understanding of the impacts of the change.

 

 

 

 

To resist or not to resist!

Resistance to change is inevitable, and on any given day, individuals and groups can emerge and oppose the change in many different ways.

Use this template to identify those who are resisting the change, to determine the reasons why they are in opposition and to list the tactics to overcome resistance.
Remember – There is a deeper reason behind the resistance, so seek first to understand before casting blame.

 

 

 

 

Sharing is Caring!

Lack of, or insufficient communication, is one of the biggest complaints during change initiatives.

This template draws on the contents of the Stakeholder Strategy document and helps you to identify your audiences, key themes and messages to be communicated and key individuals responsible for spreading the word.

This is a must have for all initiatives as poor communication can negatively affect the change.

 

 

 

 

I love it when a Communication Plan comes together!

This template uses key elements from the Communication Strategy and helps you to summarise how the change will be communicated and by whom.

These activities can also be added to the Change Management Plan and placed in your calendar to alert you of important messages that need to be sent to key audiences.Don’t forget to nudge key stakeholders so they are ready to communicate the right messages at the right time.

 

 

 

 

Ready, Steady, GO!

How do you gauge change readiness?  Well, it not an exact science, but it helps to have a checklist available so you can see what needs to takes place before moving to the future state.

Keep this checklist handy and ensure it is signed off by the Sponsor before ‘flipping the switch’.

 

 

 

 

Watch this space for templates specifically for organisational culture change and restructuring.

Start building your Change Management TOOLKIT and become effective in your role in the shortest time possible.

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