Change Management Plan Template

Environmental Scan /
  • Endorsement from sponsor?
  • What are the current coaching skills of supervisors/managers?
  • What is the emotional status of people?
  • What has been the experience of other change events?
  • Are the current teams cohesive and functional?
  • Are there plans to develop a project management plan?
  • What is the current communication level?
  • Is there an urgency or agreement for change?
  • What new skills might the anticipated change require?
  • Current team configurations?
  • Physical work configurations?

Project Management Plan /
  • Has or will a project management plan be developed?
  • Did the plan development process include the end users?
  • Does the plan include milestones, resources, and ensure accountability?
  • Does the plan include an initiation, planning and design, executing, monitoring, and celebrating?
  • Is the plan easy to follow and readable? Is it visual?
  • Is the plan regularly updated and reviewed by the end users and leaders?

Communication Strategy /
  • Does the strategy acknowledge the good work done in past?
  • Has the sponsor or leader provided a vision?
  • Is there a “kick-off” to describe vision and roles to everyone?
  • Do the supervisors/managers/leaders engage in individual coaching sessions, team meetings to provide ongoing updates, changes, support?
  • Are change strategies and progress communicated at least weekly via email, visual management systems, team meetings, etc.?
  • Are their written documents to describe change and change revisions?

Employee and Leader Support Strategy /
  • Are employees and leaders trained in change management?
  • Do supervisors and leaders meet regularly to discuss the change vision, expectations, new roles, and emotional reactions and provide support for each other?
  • Do the supervisor and leader promote empowerment rather than micromanagement?
  • Does the leader help the employee identify solutions to problems?

Identification of New Roles and Expectations /
  • Does the supervisor or leader involve staff in the identification of new roles?
  • Does the supervisor or leader facilitate a discussion with employees regarding needed training due to change?
  • Are the employees’ expectations discussed, restated, and visually available?

Training Needed /
  • Is training first identified by end user?
  • Is needed training provided?

Celebration of the “New” /
  • Is a kick-off facilitated?
  • Is the attainment of milestones celebrated?
  • Do colleagues recognize change agents?
  • Do leaders acknowledge and recognize ambassadors?
  • Individualized and team recognitions