Governance and Accountability
Assuming there is an overall project plan for external management of messaging - at Program
Clear roles and responsibilities - Appoint Change Management Lead or own for accountability on overall program
Define Change Management Cross Functional Team including - PPC, Legal, Program Manager, Project Manager, Business Representatives, Communications Lead
Define Governance Review Process
Define Key Milestones (-) pre-launch date
Define top line Communication Plan and Run of Show end to end including all employees and Product Delivery - 2 weeks before go live
Define Key Messaging Agreed Points
Create guidance sheets on what can and cannot communication and how
Communications
Create Stakeholder mapping – who needs what and when
Align with other significant programs to ensure no intersection in communications
Appoint a communications focal - all communications developed and distributed by this person
Draft core communication messaging at Program Level - 1 document 3-5 pages
Adapt Communication for Project - consistent with overall 3-5 pages
Create standard org wide FAQs
Align communications company, PDLT, Leader to ensure clarity
Align program comms and Experience Comms
Systems and Processes
Change Survey - 4 weeks - weekly (understanding the need for change, Right level of information, tools, relationships, know how to be successful in the first 4 weeks)
Tools and Systems Review, Process Review - what needs to change
Organisational & Talent Changes
Define what success looks like in 4 weeks
Identify new talent capabilities needed
Identify and test approach to talent selection for viability - review with PCC on employment legal review
Create and Review Organisational alignment changes with PPC - including a review for org health (SPOC, layers, Sizes)
Create and Review any Proposed Individual Impact Analysis with PPC - review of material changes in scope complexity or role
Identify Individual risk edge cases and mitigation plans
Identify critical talent needed to retain through the program
Identify any RIF needed
Communications
Create manager scripts for 1:1 - no change, change manager, change role other
Organisational & Talent Changes
Define process for confirming changes post manager discussions
Define escalation process for employees who have concerns , including er issues etc
Define process for formalising to employees (individually the changes) will they receive a confirmation email? Or is it all verbal?
Define process for capturing and updating employee changes in Bamboo HR
Building an alliance team
Identify Champions and Dissenter List
Identify mitigation plan for decent e.g. involve them early and often
Provide Change management training to champions and managers if having 1:1 conversations
Brief the Executive Team on the approach to change - 1 week before go live
Brief the Leadership Team on the approach to change - 1 week before go live provide them with scripts and FAQ
Create and Manage Risk Log Daily - common asked questions etc
Create daily stand up 15 minutes on implementation - Change Team and Gov Lead
Execution
Detailed Run of Show for Execution of Communication (wider communications - individual people leaders, people leader training, individuals impacted)
Team verses (new - old) new old manager
Run of show on the day of communications - who is leading these comms
Embedding
Short Term Objectives 0- 4 weeks (what needs to have been done systems, people and processes)
Cost Centres/Department Changes/Budget Changes
Performance Reviews
Goals Setting
Map the Capability or Skill gaps and plans up skilling map defined in 0- 6 months - are they working on new tech? new tools? new processes
Cultural Shifts - what if any new behaviours are expected - how will you know when we have seen?
Sign off on \(\) for new HC - Do we need to augment current capability
