The planning and consultation stage of change management means developing and documenting the objectives to be achieved by the change and the process that will be undertaken to achieve them. This is a critical stage; it is important to take the time to ensure that the change initiative is carefully and appropriately planned, documented and approved in accordance with ANU frameworks.
The key steps to the planning and consultation stage are outlined in the Change Management Framework (CMF) (refer to Reference documents). Once you decide to introduce change in your area, please contact the HR Division Organisational Change Branch for assistance and allocation of a staff member to assist you.
The planning stage involves:
- assessing and communicating the need for change (the 'why')
- setting a clear vision / strategy / objective (s) for the change (the current vs. future state); this will be used to measure success later in the process
- clearly articulating that vision / objective / goal for the change (the 'why')
- documenting the case for change
- identifying those structures / processes / behaviours that will:
- start and
- continue in the new structure (this can be done through group discussion).
- developing the change implementation plan (project plan) including a communication plan
- allocating roles and responsibilities in the change process
- considering how the change effectiveness will be measured and how it will be maintained/ reinforced /consolidated.
Communication & consultation
People will react differently to change and at a different pace; for some the change will be welcome and for others it can be a concern; it is important that their reactions (be they positive or negative) are recognised and addressed appropriately. Ongoing communication and consultation is therefore an important aspect of implementing any change process. Consider how employee productivity and motivation will be sustained through the period of uncertainty.
Tools & templates
Please see below for some templates and fact sheets that may be used and adapted for this stage of the process.
Deciding whether to proceed with the change
There are a range of tools and methodologies that can be used to determine if to proceed with a change initiative - a couple of examples are below:
||SWOT analysis template|
|Force Field Analysis||
||Force Field analysis template|
Other templates and fact sheets
|The change management proposal||
Change management proposal template
||Change management project plan template|
|Communication & consultation plan||
||Communication matrix template|
|Communication strategies - hints & tips||
|Roles & responsibilities||