MBA 687 Milestone Two Case for Change Guide

 

The Case for Change Guide helps you as the HR consultant to lay out various factors that make the

Change Management Plan an essential component of the Change Management Kit. This guide enables

you to emphasize the sense of urgency for the Change Management Plan to be finalized.

The Case for Change Guide also acts as a checklist for the learners to ensure that they capture details

regarding the level of organizational readiness for change, a review of leaders committed to change, an

analysis of the workforce's willingness and capability for change, including cross-cultural awareness

factors, and any historical barriers to change from past planned or unplanned change management

experiences.

 

Background

 

Ensure that you include answers to the questions: How did we get here? Where are we now?

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Urgency Factors and Risks With Not Taking Action

 

If you take action, what future problems can occur? Put yourself in your stakeholders’ and customer’s

shoes: What will the consequences be if the desired goals are not reached?

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Stakeholders Analysis and Impact

Sort each of your stakeholders into their appropriate types:

 List your opinion leaders

 List your connectors

 List your counselors

 List your journalists

 

 List your adversaries

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Inside the Company

 What are the leaders committed to change?

 How would middle managers serve as a bridge between the senior leaders and the frontline

staff?

 Are middle managers ready to take ownership of the proposed change?

 Is there a workforce willingness and capability for change?

 What are the cultural considerations in change readiness?

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Outside the Company

 

Consider the inclusion of change implementation steps that will inspire customer confidence. Put

yourself in the shoes of the customer—what will they like to see in terms of change events?

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Assumptions

 

What are the conditions or resources that employees believe are needed for your program’s success and that

you think already exist and will not be problematic?

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Scope

 

Assess the scope of the change, including how significant is this change? How many people are affected?

Is it a gradual or radical change?

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Outcomes

 

What state or condition must exist for your initiative to work and does not currently exist (observable)?

How would you mitigate and remove any roadblocks in the change management process?

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Goals and Benefits of Taking Action

 

What do we hope to achieve? What are the benefits of making the change? What are the impacts of the

changes, including both positive and negative possible unintended results of the change? Consider the

organizational data available through the Exit Interviews; Leaders’ Self-Evaluations; U.S. Branch Overview;

and Vision, Mission, and Strategic Goals.

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Timelines

 

How urgently is the implementation of various changes required? Ensure that your plan has information on

timelines.

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Change Model

 

 Which change management model, from the course list, would you use for this company?

 How would you use the model for this company?

 Why did you select the identified model for change?

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