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A change management checklist – Leading organizational change

To improve odds, use this change management checklist

Organizations must become increasingly able to change quickly and easily. The business must be flexible yet capable of implementing and sustaining organizational change.

Deciding what to change is one thing. Making changes stick is another. To improve your odds, use this change management checklist:

#1 – Laying the foundation

#2 – Learning what we need to know

 #3 – Planning the change process

 

A change management checklist - Leading organizational change

 

#4 – Making change work

#5 – Embedding change in the organization

#6 – Review the change

 

Top 40 organizational change questionsInfographic: Top 40+ questions to ask first before embarking on any change

 

Good luck!

 

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About the author
Torben Rick Torben Rick

Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany and Switzerland

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About the author
Torben Rick Torben Rick

Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany and Switzerland

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4 comments on “A change management checklist – Leading organizational change

April 4, 2014 11:55 pm

Cecelia Burokas

Great website, Torben. Thank you for creating and sharing it. I will share it with my network, as well.

April 13, 2014 9:53 am

Chery Gegelman

GREAT list!

I love the emphasis on helping people understand why, aligning the change with the goals and values of the organization, involving others, proactively considering those who will fee threatened, listening to everyone and rewarding the right behavior…

May 1, 2014 11:44 pm

Weldon LeBlanc

Love the checklist, particularly asking “why the change is necessary?” and “how will you know if your successful”. A great start and end point which many people ignore. Thanks for sharing.

July 10, 2014 6:25 pm

Sue Lace

a further tip: if the changes are going to be managed by a change team .. consideration should be given to ensure the team is retained and not pulled away from supporting the change too early .. so try to keep them in their roles until it becomes embedded and natural, otherwise the roll back will begin if its not supported until it becomes the “culture” around here.

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