This blog is 6 of 6 in this series of blogs that focuses on developing a change management strategy to help your organisation transition to an Enterprise 2.0 model of operation.
In this blog I discuss and talk through a real life change management framework. I discuss and justify the content, and structure of this framework.
2. PROJECT DESCRIPTION
A large payroll / HR project – 8000 employees. The project was an integrated solution consisting of 6 different pieces of software. All payroll and HR business processes were rewritten as part of the project delivery.
3. CHOOSING THE CHANGE ARCHITECTURE
As the implementation of the change component of the project was 18 months in length, and the change outcomes of the project were defined, a planned architectural approach was implemented. This meant that we planned out specific activities in an ordered sequence.
4. CHANGE FOCI
Because this project was pervasive to the organisation, our change management had to focus on the individual change outcomes, group outcomes, cultural outcomes, and changes that were likely to affect whole of organisation.
5. THE CHANGE MODEL
The project team in this case decided to implement a mash-up model i.e. Kotter’s 8 step methodology rather than trying to implement programs individually for each of the focus areas. This was decided simply from a logistical perspective, given the size of the project.
6. THE FRAMEWORK
If we carefully examine the framework, two dimensions are represented. The horizontal dimension of the framework uses Kotter’s 8 steps. The vertical dimension of the framework, use the areas of Communication, Professional Learning, Access, and Support.
Specific activities within this framework were then carefully designed to complete the makeup of the framework.
In this blog I have talked through, at an executive level, justification for a change management framework for a payroll project. This blog completes my initial series of blogs on change management. I hope you have a better understanding of some of the change management challenges that you could be confronted with. I also hope that I have given you some insight into how you can begin to structure a change management framework, given the requirements of the change program and the environment that you are beginning with.
Please feel free to make comments on my blog, or to provide further insight to these blogs.