Change Management Plans (2023)

Change management comes to life through change management plans. The objective of the plans is to support impacted individuals and groups to move through their ADKARjourneys effectively and enable them to adopt and use a change. Practitioners develop change management plans during Phase 2 of the Prosci 3-Phase Process.

Change Management Plans (1)

(Video) Create an organizational change management plan

The Prosci 3-Phase Process

Master Change Management Plan

The Master Change Management Plan is the deliverable from Phase 2 – Manage Change. It describes the high-level blueprint and specific plan or plans to be developed for the change project, including the actions, roles and timelines to prepare, equip and support people to achieve their ADKAR transitions.

Before developing any specific change management plans, change practitioners create an ADKAR Blueprint to set the direction for a change initiative. The ADKAR Blueprint is a simple and scalable guide, oriented toward people, which enables the practitioner to identify at a high level the milestone dates, expected gaps and initial ideas for each ADKAR element.

Under some circumstances, such as small, low-risk changes, the ADKAR Blueprint may be all that is needed. Or, if you’re a novice practitioner, the ADKAR Blueprint may be all you feel confident developing for your change. For more complex, higher-risk projects, however, the ADKAR Blueprint serves as a starting point to help you identify, scale and develop a set of robust change management plans to meet the needs of your specific project.

Core Plans

The core plans are the specific, high-value plans recommended for most change initiatives. Designed to be scalable and flexible to your situation, they can be role-based or activity-based:

Role Plans

  • Sponsor Plan
  • People Manager Plan

Activity Plans

  • Communications Plan
  • Training Plan

While the ADKAR Blueprint addresses all elements of ADKAR, each core plan includes tactics to address certain ADKAR elements. Again, you may or may not need all four core plans. The number, type and depth of plans required depend on the project as well as the organization’s unique needs.

(Video) How to Make a Change Management Plan - Project Management Training

Sponsor Plan

Effective sponsorship is consistently cited as the top contributor to project success in every Prosci Best Practices in Change Management benchmarking study. Unfortunately, even the best senior leaders sometimes do not demonstrate effective sponsorship. They may misunderstand the importance of their role, struggle with competing priorities, or simply not know what to do. To ensure successful sponsorship, the change practitioner must provide the needed support and structure, and enable sponsors to execute their employee-facing responsibilities.

The Sponsor Plan is a recommended core role plan to target the Awareness, Desire and Reinforcement elements of the ADKAR Model. This plan, implemented by the primary sponsor and other members of the sponsor coalition, enables them to effectively carry out their roles—to be active and visible, build a coalition of support, and communicate directly with employees.

People Manager Plan

As “people managers,” middle managers and supervisors directly impact front-line employees because these employees will typically emulate their manager’s attitudes about the change, whether those attitudes are supportive or not.

A recommended core role plan, the People Manager Plan targets all elements of the ADKAR Model. This plan, carried out by people managers, enables them to effectively perform their CLARC roles:

  1. Communicator – Build Awareness by addressing “Why?” “Why now?” and “What’s in it for me?”
  2. Liaison – Solicit and relay feedback between employees and change teams about implementation progress
  3. Advocate – Promote support for change with words and deeds
  4. Resistance Manager – Identify root causes and address individual resistance to change
  5. Coach – Help teams gain Knowledge and Ability through one-on-one and one-to-many opportunities

The People Manager Plan outlines the steps for involving managers in these change management activities. The plan starts by laying out how the project team and change management resources will build commitment, and train and prepare managers and supervisors for their role in a change. Once on board, managers and supervisors work with front-line employees to understand their needs and help them adopt and use changes.

Communications Plan

People often mistakenly equate change management with communication. While many organizations have communications departments and many project teams create communications plans, they often fail to recognize how communication fits into the broader change process. Communication is a critical component of implementing change but is by no means the only requirement for success.

(Video) What Should A Change Management Plan Include?

A recommended core activity plan, the Communications Plan targets the Awareness and Reinforcement elements of the ADKAR Model. The Communications Plan identifies audiences, develops key messages, and determines the frequency of communications, delivery mechanisms, and senders.

Note that effective communication does not mean an attractive newsletter, the use of a standard template, or even a high frequency of messages. Effective communication is targeted for each of the different audiences impacted by the change and focuses on what they care about and what they need to know. A structured communication plan presents the right messages at the right time, in the right format or via the right channel, and from the right sender.

Training Plan

Absent a holistic approach to change management, organizations sometimes use training alone to manage changes without critical activities like sponsorship and coaching. This is one of the biggest errors a team can make when introducing a change and a prime example of poor change management.

A recommended core activity plan and one of the most-used change management plans, the Training Plan targets the Knowledge and Ability elements of the ADKAR Model. The plan is created by identifying the different audiences that need training, conducting a needs assessment and gap analysis, and documenting requirements for the training organization.

In addition to project-specific training, it is important to include training about change management in this plan. Sponsors and people managers need training to understand their important roles and responsibilities in managing change.

When change management is applied effectively, a partnership forms between the change management team (which documents knowledge needs) and the training group (which develops and delivers the needed training).

(Video) What is Change Management? Change Management process.

Change Management Plans (2)
The Sponsor Plan has the highest impact on Awareness, Desire and Reinforcement while the People Manager Plan influences all five ADKAR elements. The Communications Plan primarily impacts Awareness and Reinforcement. The Training Plan serves primarily to enable Knowledge and Ability.

Extend Plans

“Extend” Plans are the potential additional plans you may decide to include in your Master Change Management Plan to address issues that are unique to your change.

Resistance Management Plan

Resistance to is a natural reaction to change and is consistently cited as a top obstacle to success in Prosci research. Sponsors and people managers can take meaningful steps early in a project to mitigate potential impacts through resistance prevention.

An extend activity plan that may be created during Phase 2 – Manage Change, the Resistance Management Plan targets the Desire element of the ADKAR Model by preventing, addressing and responding to resistance. The plan identifies potential sources and forms of resistance, steps to answer objections before they manifest, who will be involved in managing resistance, and how you will prepare them to effectively address the resistance.

A complete resistance management plan will also include steps for monitoring and responding to resistance, including identifying triggers and taking appropriate actions.

Additional Extend Plans

You may decide you need additional plans to meet the specific requirements of your change. Such plans can be completely unique to your change and organization, or they may resemble the typical extend plans below.

(Video) Change Management Plan Template

  • Change Agent Network Plan – This plan directs the activities of an engaged group of change advocates who represent the interests of their respective impacted groups. The specific role and contribution of change agents is defined by the organization and may be unique to the initiative.
  • Sponsor Coalition Plan – This plan is intended to ensure that all members of the coalition support the change and are aligned with respect to the desired outcomes. The change practitioner develops the plan for the primary sponsor, who executes the plan with members of the sponsor coalition.
  • Sustainment Plan – This plan helps ensure that individuals will continue to use adopted changes over time, sustaining the change so that the organization realizes intended benefits. The Sustainment Plan also identifies activities necessary to ensure the transfer of ownership of the change from the change management team to the appropriate business owners.

Putting Together Your Change Management Plans

Every change initiative needs a combination of plans, and the right combination depends on your needs. The Prosci Methodology encourages change practitioners to take a flexible approach to developing change management plans based on numerous factors including the risk level of the change, culture of the organization, and the practitioner’s change management competency level. These factors influence which plans to choose—whether the ADKAR Blueprint alone or some other combination of core and extend plans—to support your work and success with change.

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FAQs

What is included in change management plan? ›

A change management plan helps manage the change process, and also ensures control in budget, schedule, scope, communication, and resources. The change management plan will minimize the impact a change can have on the business, employees, customers, and other important stakeholders.

What are the 5 key elements of change management? ›

5 Steps in the Change Management Process
  • Prepare the Organization for Change. ...
  • Craft a Vision and Plan for Change. ...
  • Implement the Changes. ...
  • Embed Changes Within Company Culture and Practices. ...
  • Review Progress and Analyze Results.
19 Mar 2020

What are the 3 C's of the change management? ›

The three-C principle can help you overcome this change management challenge. Managers should ensure the changes they are communicating are clear, compelling, and credible.

What are the four phases of change? ›

When change is first introduced at work, the people affected will typically go through four stages. These can be visualised on the change curve. The stages are shock, anger, acceptance and commitment.

What is a change management framework? ›

Change management framework is a process, a structure to follow when generating Insights and a change plan in your organization. Resisting the change is a natural reaction when you don´t involve people affected by the change.

What are change management models? ›

Change management models are concepts, theories, and methodologies that provide an in-depth approach to organizational change. They aim to provide a guide to making changes, navigating the transformation process, and ensuring that changes are accepted and put into practice.

What are the principles of change management? ›

4 Change Management Principles
  • Understand Change.
  • Plan Change.
  • Implement Change.
  • Communicate Change.

What are the six features of change management? ›

Typically, there are six components of Change Management: Leadership Alignment, Stakeholder Engagement, Communication, Change Impact and Readiness, Training, and Organisation Design.

What are the 4 factors that are very key to management of change? ›

The following tips are crucial for any company that wants to successfully implement change.
...
What Are the Most Important Change Management Success Factors?
  • Executive Buy-In. ...
  • Employee Support. ...
  • Change Champions. ...
  • Precise, Measurable Goals. ...
  • Adaptability. ...
  • Comprehensive Training.
13 May 2019

What is change management in Six Sigma? ›

The role of Lean Six Sigma in supporting Quality Service, Improvement and Redesign (QSIR) At Quintiles, we define Lean Six Sigma as change management through stakeholder engagement and data analysis that is focused on eliminating waste and improving outcomes through collaborative design, improvements and efficiencies ...

How do you manage change within a team? ›

Tips for being successful during change
  1. Ensure that your leadership is strong before any change. ...
  2. Consider using outside help. ...
  3. Create a detailed plan. ...
  4. Keep your team informed at all times. ...
  5. Provide resources. ...
  6. Prioritise important tasks. ...
  7. Give your team members the support they need. ...
  8. Take time for yourself.
30 Nov 2021

What are the 3 planned change model? ›

Lewin's change model is a simple and easy-to-understand framework to humanize the change management process. These three distinct stages of change (unfreeze, change, and refreeze) allow you to plan & implement the required change.

What are the three approaches to change? ›

Three approaches: tool, process and social transformation.

What is Kotter's 8 step model of change? ›

Create a sense of urgency, recruit powerful change leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and build on your momentum. If you do these things, you can help make the change part of your organizational culture. That's when you can declare a true victory.

What are the 5 driving change steps? ›

5 Steps to Drive Change Management and Sales Tool Adoption
  1. Resistance to Change.
  2. Conduct a needs analysis and choose your tools wisely.
  3. Create a transparent communication strategy.
  4. Create a narrative that supports the movement and builds buy-in.
  5. Set realistic expectations.
  6. Involve the team and identify champions.
6 Apr 2020

What is the change curve model? ›

The Change Curve is a popular and powerful model used to understand the stages of personal transition and organizational change. It helps you predict how people will react to change, so that you can help them make their own personal transitions, and make sure that they have the help and support they need.

What is the 5 theories of management? ›

The five functions of management as defined by Henri Fayol are: Planning, Organizing, Command, Coordination, and Control. These five functions comprise “management”, one of the six industrial activities described in Henri Fayol management theory. Henri Fayol is widely regarded as the father of modern management.

What are change management deliverables? ›

Deliverables are defined as the data that is put in use in every activity in a change-management. Besides activities, deliverables can form an integral part of any change management project. There is an inherent logical flow from which change deliverables feed into the next.

What are the types of change strategies? ›

Within directed change there are three different types of change management: developmental, transitional, and transformational. It is important to recognise this as the different kinds of change require different strategies and plans to gain engagement, reduce resistance, and ease acceptance.

What are the two types of change management? ›

What are the different types of change management?
  • Developmental change – This is based on improving an existing process. ...
  • Transitional change – This is about replacing the old with the new: clarifying the desired future state of your project, orchestrating changes to dismantle the old way, and implementing the new.
7 May 2021

What is the life cycle of change management? ›

Change Request undergoes following stages in its life cycle: Identify and submit Change Request. Evaluate and approve Change Request – determine technical feasibility, analyze costs and benefits. Plan the Change – analyze impact, estimate more accurately the cost of change and build implementation plan.

What is the first of the six key steps in management change? ›

Here are six steps to a successful change management process:
  • Identify the goals and develop a strategy.
  • Determine how the change will impact the organization.
  • Assemble your change management team.
  • Develop your strategy.
  • Implement your plan.
  • Perform a post-transition review.

What are the four change management styles? ›

The Four Kinds of Change
  • Mission Changes. Did you know that the team who made Instagram had previously developed a product called Burbn? ...
  • Strategic Changes. A strategic change is a change in how the company tackles a problem. ...
  • Operational Changes. ...
  • Technological Changes.
6 Aug 2020

What is a playbook in change management? ›

What is a Change Management Playbook? A change management strategic playbook summarizes your change management communication, training, stakeholder engagement, resistance management, and other strategies for implementing change.

What role does HR play in change management? ›

HR can play a dual role in change management by initiating and leading the change and by serving as a facilitator for changes that other leaders and departments initiated.

What are the 5 factors of change? ›

Change is constant in life, yet it can still cause apprehension, friction, and negative emotions to rear their ugly heads.
...
5 factors to consider when implementing change
  • Control. ...
  • Predictability. ...
  • Understanding. ...
  • Time Frame. ...
  • Relationships.

What are the 6 critical success factors? ›

6 Critical Success Factors
  • Shared Change Purpose. ...
  • Effective Change Leadership. ...
  • Powerful Engagement Processes. ...
  • Committed Local Sponsors. ...
  • Strong Personal Connection. ...
  • Sustained Personal Performance.
8 Jun 2018

Is Dmaic change management? ›

Implemented with a robust change management strategy and methodology greatly increases the success of a LSS program. The Lean Six Sigma Define, Measure, Analyze, Improve and Control (DMAIC) phases link clearly with Prosci's ADKAR change management Methodology and Tools (See Figure 1).

What are used in Six Sigma? ›

Set of tools: The Six Sigma expert uses qualitative and quantitative techniques or tools to drive process improvement. Such tools include statistical process control (SPC), control charts, failure mode and effects analysis (FMEA), and process mapping.

What is a Sigma change? ›

It is the reinforcement through repetition that will lead to lasting change, either behavioral or cultural. Likewise, for Six Sigma, it is the repeated positive impact of successful Black Belt and Green Belt projects that will help drive and institutionalize change in your company's culture.

What are change management deliverables? ›

Deliverables are defined as the data that is put in use in every activity in a change-management. Besides activities, deliverables can form an integral part of any change management project. There is an inherent logical flow from which change deliverables feed into the next.

What are the 3 stages of change? ›

These three distinct stages of change (unfreeze, change, and refreeze) allow you to plan & implement the required change. A well-thought combination of change models and change management tools can go a long way in steering your employees through the change.

What are change management activities? ›

What are Change Management Activities? Change Management activities are the exercises and games that motivate employees to embrace the change. It helps them to understand the value of change and its relevance to avoid resistance to change.

What are the six features of change management? ›

Typically, there are six components of Change Management: Leadership Alignment, Stakeholder Engagement, Communication, Change Impact and Readiness, Training, and Organisation Design.

What is a change action plan? ›

A change plan is an explanation of the proposed changes and the steps needed to achieve them.

What is a playbook in change management? ›

What is a Change Management Playbook? A change management strategic playbook summarizes your change management communication, training, stakeholder engagement, resistance management, and other strategies for implementing change.

What is the change path model? ›

The Change Path Model maps sets of activities within a systems-level view (following Lewin) that also reflects organizational-level factors (e.g., opera- tions, control, and measures). The models have more similarities than differences. • Each is a process model (i.e., they all depict how change should happen).

What is Kotter's model of change? ›

The 8 steps in the process of change include: creating a sense of urgency, forming powerful guiding coalitions, developing a vision and a strategy, communicating the vision, removing obstacles and empowering employees for action, creating short-term.

How do you manage change within a team? ›

Tips for being successful during change
  1. Ensure that your leadership is strong before any change. ...
  2. Consider using outside help. ...
  3. Create a detailed plan. ...
  4. Keep your team informed at all times. ...
  5. Provide resources. ...
  6. Prioritise important tasks. ...
  7. Give your team members the support they need. ...
  8. Take time for yourself.
30 Nov 2021

What are the six types of change? ›

Reorientation essentially involves changing the organization from the existing state to a desired futuristic state as an anticipatory measure and then dealing with the entire process of transition.
  • Planned Change. ...
  • Incremental Change. ...
  • Operational Change. ...
  • Strategic Change. ...
  • Directional Change. ...
  • Fundamental Change. ...
  • Total Change.

What is the objective of change management? ›

The purpose of the Change Management process is to control the lifecycle of all changes, enabling beneficial changes to be made with minimum disruption to IT services.

What does good change management look like? ›

Change management processes should include the following steps: First, identify opportunities for improvement and secure approval from stakeholders. Then, make a plan and evaluate your processes. Communicate the changes, monitor progress, and continue to assess any risks.

What does successful change management look like? ›

Supporting the change by giving consistent attention to the change and the need for change management. Championing the change by leading and motivating others in the organization. Making effective and influential decisions regarding the change, including aligning priorities among other leaders in the organization.

What is the role of HR in change management? ›

People professionals and HR functions are among those best placed to drive effective change. They have a role and responsibility to ensure that organisation development, (re)design, due process, employee voice and clear communications are appropriately and effectively addressed as part of the change process.

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