Change Questions/Checklist

Have you:

• Planned for the management of transition as you would for any critical business initiative by allocating the necessary leadership, resources, time, and executive-level attention?
• Considered how much change the organization can absorb over what period of time, and planned accordingly?
• Designed a process for creating an integrated change agenda that incorporates input from relevant constituencies and allows the CEO and executive team to shape and own the agenda?
• Explicitly identified who will manage the integrated change agenda on a daily basis?
• Addressed the question everyone cares about most: “How will this change affect me?”
• Planned to use multiple methods of getting your message across–written announcements, speeches, videos, voicemail, e-mail, meetings, etc.?
• Kept the message clear and simple?
• Identified those people who will be most affected by the change and would benefit most from an event that allows them to engage in dialogue about the transition?
• Devoted enough time and attention to creating situations where people can come together to actually discuss and provide input to the changes being planned?
• Identified the key players you need to retain and spent sufficient time helping them understand the rationale for the changes being made and assuring them of their future?
• Identified the people you believe will not be successful in the new organization and developed a strategy for helping them to move on effectively and with dignity?
• Articulated a compelling vision?
• Reflected on and planned for the personal impact this change will have on you?
• Developed ways to measure whether the transition is progressing smoothly?
• Complemented traditional financial metrics with data that provide information about employee attitudes, work processes, and leader behaviors?

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