Change Management Toolkit including Models, Plans, Frameworks & Tools

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By Former Deloitte Consultants
Change Management Toolbox
In Powerpoint & Excel
Awareness
Knowledge
Reinforcement
Ability
Desire

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Aurelien Domont
Slidebooks Consulting
Managing Director
To increase your Change Management
Skills
To help you engage your audience and
show professionalism with Premium
Powerpoint slides created by ex Deloitte &
McKinsey Consultants
Objectives of this document
To save your time with ready-made Powerpoint
slides & Excel documents

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Table of content
Change Manager Toolbox3
Change Management Description1
Change Management Implementation2
Top 20 Questions you need to be able to answer to master Project
Management
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Table of content
Top 20 Questions you need to be able to answer to master Change
Management
4

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Change management definition
• The goal of change management is to help the individuals impacted by business and
technical changes in their company to adapt and be successful
Current state Transition Target state
Require a Project Management approach to change the
organization structure, job roles, processes and systems
Require a Change Management approach to help
individuals impacted by the business and technical
changes in their company to adapt and be successful
Business &
Technical
Change
People
change

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Change manager position description
• A Change Manager’s ultimate goal is to ensure that projects meet their objectives on time
and on budget by increasing employee adoption and usage
• A good Change Manager will increase the benefit realization, the value creation and ROI
of the projects
• To succeed he will have to work with many different stakeholders within the organization:
Change Manager
Senior Executives
Front-line ManagersProject Managers

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Change manager key roles and responsibilities
• Assess the change impact and complete the change management assessments
• Develop a change management strategy using a methodology such as ADKAR
• Identify, analyze, prepare risk mitigation tactics
• Create a change management plan of actions
• Create actionable deliverables for the key change management levers
Strategy &
Planning
• Support project teams in integrating change management activities into their plans
• Support communication and training efforts
• Coach senior executives to help them fulfill the role of change sponsor
• Support and coach front-line managers
• Support organizational design and definition of roles and responsibilities
Stakeholder
Management
• Track and report issues
• Define and measure success metrics
• Monitor change progress
Monitoring
80
100
1200
20
40
60

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Change manager key skills and qualifications
• Good knowledge of change management methodology and tools
• Experience with large-scale organizational change project
• Familiarity with project management methodology and tools
Change
Management
Experience
• Exceptional oral and written communication skills
• Excellent active listening skills
• Ability to establish and maintain strong relationships
• Team player and able to work effectively at all levels in an organization
• Flexible and adaptable
Interpersonal
Skills
• Acute business acumen and understanding of organizational issues and challenges
• Problem solving skills
• Organized with a natural inclination for planning strategy and tactics
• Forward looking with a holistic approach
Business
Skills

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Table of content
Management
4

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Prosci1 3-Phase Process
The most commonly used process to implement change management in an organization
has been created by Prosci1 and is called Prosci 3-Phase Process:
Assess how much
change is needed for
the specific project
Objective
1.Define your change
management strategy
2.Prepare your change
management team
3.Develop your sponsorship
model
Main activities
Create the plans that
will be integrated into
the project activities
and implement it
1.Develop change management
plans
2.Take actions and implement
plans
Create specific action
plans for ensuring that
the change is
sustained
1.Collect and analyze feedback
2.Diagnose gaps and manage
resistance
3.Implement corrective actions
and celebrate successes
1.Change characteristics profile
2.Organizational attributes profile
3.Change management strategy
4.Change management team structure
5.Sponsor assessment, structure and
roles
Output
1.Communication plan
2.Sponsor roadmap
3.Training plan
4.Coaching plan
5.Resistance management plan
1.Reinforcement mechanisms
2.Compliance audit reports
3.Corrective action plans
4.Recognition approaches
5.Success celebrations
6.After action review
1.Preparing
for change
Phase
2.Managing
change
3.Reinforcing
change
1. A leader in change management research providing industry standard processes and tools (the ADKAR Model) and organizational
change management methods for managing the people side of change in organizations and government agencies

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Prosci1 ADKAR model
• Prosci 3-Phase Process outlines the specific actions that a change management resource
or team would take for a particular project or initiative to help individuals build Awareness,
Desire, Knowledge, Ability and Reinforcement
Awareness
Desire
Knowledge
Reinforcement
Ability
CHANGE
1. A leader in change management research providing industry standard processes and tools (the ADKAR Model) and organizational
change management methods for managing the people side of change in organizations and government agencies
ADKAR model

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Prosci ADKAR model
• Each one of the ADKAR Model 5 elements represents a particular objective that the
Change Manager will try to achieve:
of the need to changeAwareness
of how to change (and what the change looks like)Knowledge
to keep the change in placeReinforcement
to implement the change on a day-to-day basisAbility
to participate and support the changeDesire

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The Prosci ADKAR model
• The ADKAR Model provides a list of enablers for each one of its 5 objectives:
• Management communications
• Customer input
• Marketplace changes
• Ready-access to informationAwareness
• Training and education
• Information access
• Examples and roles models
Knowledge
• Incentives and rewards
• Compensation changes
• Celebrations
• Personal recognitionReinforcement
• Practice applying new skills
• Practice applying new processes
• Coaching
• Mentoring
• Removal of barriersAbility
• Fear of job loss
• Discontent with current state
• Enhanced job security
• Career advancement
• Acquisition of power
• Incentive or compensation
• Affiliation and sense of belonging
• Hope in future state
• Trust and respect for leadership
Desire
Enablers

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Table of content
Management
4

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Prosci's Project Change Triangle (PCT) assessment tool (1/2)
This tool is very useful to measure the 3 critical elements for successful change:
Represents the formulation of the strategy and direction for an
organization, and the required leadership to set the necessary changes
into motion
Description
Represents the fundamentals of managing a project, including the
design of work tasks and the management of resources to implement
changes on time and on budget
Represents the actions taken by the organization to help employees
transition from the current state to the desired future state
1.Executive
leadership
PCT Elements
2.Project
management
3.Change
management

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Prosci's Project Change Triangle (PCT) assessment tool (2/2)
Double click to access the
editable Excel spreadsheet

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Change management assessment tool (1/3)
This tool is very useful to assess the current change management state. Once you score the 5
components of the ADKAR model, your focus should go to the first ADKAR component that has less than
3 points

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3 points

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3 points

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Organizational and individual change management connection tool
The Graphic below shows the connection between the change management tools developed in the organizational change
management process and the phases of individual change described by the ADKAR model
Awareness
Knowledge
Reinforcement
Ability
Desire
Change management tools
(The means)
ADKAR Phases of change
(The objectives)
Communications
Sponsorship
Roadmap
Coaching
Resistance
Management
Training

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Communication plan template
A structured communication plan presents the right messages, at the right time, in the right format or
channel, and comes from the right sender

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Sponsorship roadmap template
A comprehensive sponsorship roadmap lays out what the sponsor needs to be doing with the project
team, the peers and other senior managers, and the front-line employees

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Coaching plan template
The coaching plan outlines the steps for involving managers in change management activities

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Training plan template
The training plan will help to build the skills and capabilities identified in the needs assessment and gap
analysis

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Resistance management plan template
The resistance management plan identifies which actions you can take to prevent potential or real
resistance

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Tools for creating awareness of the need for change
Building awareness of the need for change
is the first critical step in successfully
managing change. The tools presented in
the next 4 slides will help you to provide
the right messages through the right
communicators using the right channels
at the right time

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Change Management Toolkit including Models, Plans, Frameworks & Tools

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