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Change management checklist--Simons

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The Conference for Entrepreneurial Librarians
The Conference for Entrepreneurial Librarians

Presentation from the Entrepreneurial Librarian Conference, Wake Forest University, October 17, 2014 entrelib.org Marcy Simons, Notre Dame.

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Change Management Checklist What is the Change? Why are we Changing? How will it Affect Me and My Friends? 1. Are there compelling reasons for the change? Are those reasons clear and easily understood by all? 2. What is your plan for communicating the change? a. How often will you communicate (before/during/after the change)? b. By who (who will create the messages)? c. Do all stakeholders need to hear the same message? 3. What are the potential barriers and roadblocks to the change? 4. Do our compelling reasons align with our organizational strategy (strategic goals/initiatives)? 5. Who will guide the change? 6. How will we know if we have been successful? 7. How will we ensure that the change sticks and becomes part of our organizational culture? What will actually change? People? Processes? Positions? Priorities? Who are your:  Champions (bring them on board to help communicate, encourage, and process the change)  Helpers (will be encouraged by either the champions or the resistors)  Resistors (important to understand why they are resistant – just don’t like change? Feel threatened by the change? Have concerns about impact?) How well do people trus t your leadership? When and how will the change be introduced? Who will be respons ible for enforcing/reinforcing behaviors needed to make the change s tick? How will you coach and support people throughout the change and beyond? What metrics will you use to indicate progres s? Succes s? Impact? Red flags?

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Change management checklist--Simons

  • 1. Change Management Checklist What is the Change? Why are we Changing? How will it Affect Me and My Friends? 1. Are there compelling reasons for the change? Are those reasons clear and easily understood by all? 2. What is your plan for communicating the change? a. How often will you communicate (before/during/after the change)? b. By who (who will create the messages)? c. Do all stakeholders need to hear the same message? 3. What are the potential barriers and roadblocks to the change? 4. Do our compelling reasons align with our organizational strategy (strategic goals/initiatives)? 5. Who will guide the change? 6. How will we know if we have been successful? 7. How will we ensure that the change sticks and becomes part of our organizational culture? What will actually change? People? Processes? Positions? Priorities? Who are your:  Champions (bring them on board to help communicate, encourage, and process the change)  Helpers (will be encouraged by either the champions or the resistors)  Resistors (important to understand why they are resistant – just don’t like change? Feel threatened by the change? Have concerns about impact?) How well do people trus t your leadership? When and how will the change be introduced? Who will be respons ible for enforcing/reinforcing behaviors needed to make the change s tick? How will you coach and support people throughout the change and beyond? What metrics will you use to indicate progres s? Succes s? Impact? Red flags?