Change Planning Toolkit

10 Free Tools from the Change Planning Toolkit™
The Change Planning Toolkit™ from Braden Kelley is

introduced in the book Charting Change from Palgrave
Macmillan.
The book highlights best practices of organizational

change and introduces next practices for making change
efforts (including projects) a more visual, collaborative,
and human exercise, enabling you to get everyone
literally on the same page for change.
Includes
Quickstart
Guide
Samples
© 2015 Braden Kelley . All Rights Reserved

Guide to the Change Planning Toolkit™
You will find the top of each

worksheet color coded according
to the legend below:
Change Planning Canvas™ &

Core Worksheets
LEGEND Change Frameworks
© 2015 Braden Kelley Optional Tools

All Rights Reserved
Guide to the Change Planning Toolkit™
The toolkit contains many tools, all color coded and organized for your ease of use:
Change Planning Canvas™ &
Change Frameworks Optional Tools
Core Worksheets

The Change Planning Toolkit™ helps organizations:

• Beat the 70% failure rate for change efforts
• Quickly visualize, plan and execute change efforts
• Deliver more projects and change efforts on-time
• Accelerate implementation and adoption
#1 – The Five Keys to Successful Change help organizations:

• Architect the organization for continuous change 1. Five Keys to Successful Change
• Proactively consider all five elements of organizational 2. Architecting the Organization for Change
change and visualize the relationships between them 3. Building a Global Sensing Network
10 Free Tools
4. Visual Project Charter™
• Better organize change efforts for success 5. Eight I’s of Infinite Innovation
6. Motivation Ability Worksheet
• Prepare for a new organizational architecture
7. PCC Change Readiness Framework
8. Results Pyramid Worksheet
© 2015 Braden Kelley . All Rights Reserved 9. The Eleven Change Roles
More Free Tools available on http://bradenkelley.com/cpt: 10. Organizational Agility Framework
1 Five Keys to Successful Change © 2015 Braden Kelley
All Rights Reserved
This framework provides a quick visual reminder of five change areas everyone must focus on:
• Manage a roster of projects to

limit change saturation and
maximize resource use
• Organize creation of the Change

Planning CanvasTM and the
Quickstart
associated plans, goals and Guide
metrics Sample
• Provide sponsorship, support and

oversight for the change activities
• Manage the activities necessary

to achieve the change objectives
Use this framework at the highest level to ensure that
• Measure the outcomes and each change effort is addressing each of the five keys
reinforces the change
1 Five Keys to Successful Change © 2015 Braden Kelley
All Rights Reserved
• Organizes creation of • Provides

the Change Planning sponsorship,
CanvasTM and the support and
associated plans, oversight for the
goals and metrics change activities
Change Change
Planning Leadership
Change Portfolio Management
Change Change
Maintenance Management
• Measures the • Manages the
outcomes of the change activities
planned change necessary to
activities and achieve the change
reinforces the change objectives
1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
#2 – Architecting the Organization for Change helps organizations:
• Visualize a new way to increase organizational agility
• Integrate changes in the marketplace and customer behavior into the strategy
• Create a new organizational architecture that integrates all five elements of organizational change
• Make project, behavior and communications planning and management a central component of
your change efforts
#3 – Building a Global Sensing Network helps organizations:

• Accelerate their innovation efforts
• Create more fluid organizational boundaries
• Embrace a more open approach to innovation
• Monitor emerging and evolving technologies
• Track changes in customer behavior in the unending search for new insight-driven ideas
More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved
2 Architecting the Organization for Change © 2015 Braden Kelley
All Rights Reserved
This framework visualizes how to architect a change-centric, customer-centric organization:
• Organizations must track changes

in the marketplace and in
customer behavior
• Everything is driven by strategy
• Every project inflicts change on
the organization and should be
Quickstart
managed as part of the change Guide
portfolio Sample
• Change planning comes before

change leadership/management
• Change efforts require project,
behavior, and communications Use this framework to guide changes in the architecture of
planning and management your organization to better support continuous change

2 Architecting the Organization for Change © 2015 Braden Kelley
All Rights Reserved
Strategy
Business
Architecture
Changes in Changes in
Customer Change Portfolio Management the
Behavior Marketplace
Innovation Operations
Change Planning
Change Management Change Leadership
Project Planning Behavior Planning Comm. Planning
Project Management Behavior Mgmt. Communication Mgmt.
Change Maintenance
3 Building a Global Sensing Network © 2015 Braden Kelley
All Rights Reserved
Companies looking to accelerate their innovation efforts must look outside by engaging in:
• Technology Scouting
• Expert Communities
• Demographic Trends
• Sociological Trends
Quickstart
Guide
• Economic Trends Sample
• Political Trends
• Customer Insights
• University Partnerships
Use this framework as a guide for how to get outside your
• External Challenges four walls to increase innovation in a systematic way
• Etc. © 2015 Braden Kelley . All Rights Reserved
3 Building a Global Sensing Network © 2015 Braden Kelley
All Rights Reserved
More free tools at http://bradenkelley.com/cpt
1 of 50+
Tools &
Frameworks
from the
Change
Planning
Toolkit™
Core Technology Scouting Customer Insights:

Adjacent Technology Scouting - Ethnography
Distant Technology Scouting - Private Communities
Expert Communities - Focus Groups
Local Social Mutations (Demographic, Sociological, - Surveys
Economic, and Political Trends) - Lead User Observations
#4 – The Visual Project Charter™ helps organizations:
• Move beyond the Microsoft Word document
• Make the creation of Project Charters more fun!
• Kickoff projects in a more collaborative, more visual way
• Structure dialogue to capture the project overview, project scope, project conditions and project
approach
#5 – The ACMP Standard for Change Management®:

• Outlines generally accepted practices, processes, tasks and activities used by change management
practitioners across multiple roles, organizations and industries.
• Provides a clear and consistent vocabulary of essential change management terminology and
offers guidance for organizational change mgmt. for any type of change.
• Supports organization decision making regarding change management resources.
11”x17” included – poster size versions available with site license
4 Visual Project Charter™ © 2015 Braden Kelley
All Rights Reserved
This canvas can be used to more visually and collaboratively create a project charter by asking:
• What is the purpose of this

project?
• What is the key information to

include in the Project Overview?
Quickstart
• What is the Project Scope? Guide
Sample
• What are the Project Conditions
we must consider?
• What Project Approach are we

going to use?
This is a lot more FUN and Use this canvas in place of, or in advance of, creating your
SUCCESSFUL approach to building a Project Charter in Microsoft Word for any project
project charter.
4 Visual Project Charter™ © 2015 Braden Kelley
All Rights Reserved
What is the purpose of this project? More free tools at http://bradenkelley.com/cpt
1 of 50+ Tools/Frameworks from the Change Planning Toolkit™

Project Overview Project Scope Project Conditions
Executive Summary Stakeholders Assumptions
Objectives, Goals and Success Criteria Issues
Deliverables Risks
Deliverables Out of Scope Constraints
Business Needs
Estimated Budget and Costs Project Approach
Structure
Business Justification Organizational Impacts Departmental SOW
Project Team Roles and Responsibilities
Estimated Duration
ACMP Standard for Change Management® – Association of Change Management Professionals
Evaluate Change Impact and Organizational Formulate the Change Develop the Change Execute the Change Complete the Change
Readiness Management Strategy Management Plan Management Plan Management Effort
Gain Approval for Completion

Conduct Change Risks Develop the Communication
Define the Change Transfer of Ownership and
Assessment Strategy
Release of Resources
Design and Conduct Lessons

Determine Why the Change is Develop the Sponsorship
Assess Learning Capabilities Learned Evaluation and Provide
Required Strategy Results to Establish Internal Best
Practices
Assess Communication Needs,

Develop a Clear Vision of the Develop the Stakeholder Modify the Change Evaluate the Outcome Against
Communication Channels and
Future State Engagement Strategy Management Plan as Required the Objectives
Ability to Deliver key Messages
Assess Organizational Execute, Manage, and Monitor

Identify Goals, Objectives and Develop the Change Impact Develop Feedback Mechanisms
Readiness for Change Implementation of the Change
Success Criteria and Readiness Strategy to Monitor Performance Plan
Management Plan
Review and Approve the

Identify Sponsors Accountable Assess Organizational Capacity Develop the Learning
Change Plan in Collaboration
for Change for Change Development Strategy
with Project Leadership
Identify Stakeholders Affected Assess Organization Culture(s) Develop the Measurement and Integrate Change Management
by the Change Related to the Change Benefit Realization Strategy and Project Management Plans
Beat the 70%
Assess External Factors that
Develop the Sustainability Develop a Comprehensive
change failure rate
Assess the Change Impact may Affect Organizational
Strategy Change Management Plan
Change
Visualization - © 2015 Braden Kelley . All Rights Reserved

Content - © Association of Change Management Professionals (ACMP)
Assess Alignment of the Change with Organizational Strategic 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™
Objectives and Performance Measurement More free tools at http://bradenkelley.com/cpt
#6 – The Motivation Ability Worksheet helps organizations that utilize the Six Sources of
Influence framework highlighted in the book Change Anything by Kerry Patterson and Joseph
Grenny to:
• Explore the differences between people’s motivation to change and their ability to change
• Examine change drivers by exploring the characteristics in the personal, social, and structural
domains
#7 – The PCC Change Readiness Framework helps organizations:

• Better understand the organization’s readiness for change
• Consider the readiness of individuals for change
• Explore the three pillars of psychology, capability and capacity for change
• Greatly influence success or failure of your change efforts
6 Motivation Ability Worksheet
This optional worksheet for fans of The Six Sources of Influence framework helps you organize:
• Personal Motivations via physical

cues and visualizations
• Social Motivations by turning
Quickstart
accomplices into friends Guide
Sample
• Structural Motivations by
identifying burning platforms
• Personal Ability by identifying
new skills
• Social Ability by enabling the
transformation conversation
• Structural Ability by changing the
physical environment
Six Sources of Influence fans can use this worksheet to
organize behavior change efforts
Get a copy of the book “Change Anything” by Kerry Patterson and Joseph Grenny
6 Motivation Ability Worksheet
Motivation Ability
Personal Motivation Personal Ability
Physical cues, visualizations New skills

Personal
Social Motivation Social Ability
Turn accomplices into friends Transformation conversation

Social
Structural Motivation Structural Ability
Identify burning platform Change physical environment

Structural
Inspired by Change Anything by Kerry Patterson and Joseph Grenny (The Six Sources of Influence)
7 PCC Change Readiness Framework © 2015 Braden Kelley
All Rights Reserved
The PCC Change Readiness Framework is designed to help you evaluate how ready your organization is
for the proposed change in three main areas:
1. Psychology
Quickstart
Guide
2. Capability Sample
3. Capacity
Toolkit
contains
Worksheet
The PCC Change Readiness
Framework is intended to capture
in a single place the factors that
should be considered in the
population of the PCC Change
Readiness Worksheet and to show PCC Change Readiness Framework helps inform your entries
how they relate to one another. into change readiness box on the Change Planning Canvas™
7 PCC Change Readiness Framework © 2015 Braden Kelley
All Rights Reserved
Psychology
Leadership Employees Customers/Partners
• Commitment • Acceptance • Desire
• Mindset • Mindset • Mindset
• Beliefs • Beliefs • Beliefs
• Attitudes • Attitudes • Attitudes
• Expectations • Expectations • Expectations
Shared Understanding, History, and Context
1 of 50+ Tools/Frameworks from the Change Planning Toolkit™

More free tools at http://bradenkelley.com/cpt
Capability Capacity
• Permissions • Change Saturation Levels

• Regulations • Human Resource Availability
• Knowledge • Financial Resource Availability
• Skills • Physical Resource Availability
• Abilities • Information Resource Availability
• Relationships • Executive Sponsor Availability
• Enablers • Communication Channel Availability
#8 – The Eight I’s of Infinite Innovation™ helps organizations:

• Establish a common language of innovation
• Shift from project-centric innovation to continuous innovation
• Make inspiration central to their innovation efforts
• Follow an iterative process that evolves promising ideas and cancels out ideas you can’t
successfully commercialize
#9 – The Organizational Agility Framework helps organizations:

• Adapt to changing environmental conditions
• Stretch existing resources and the organization itself to do new things in new ways
• Enable faster change inside the organization and faster adoption by customers
• Evolve profitable customer relationships to keep the organization strong and vibrant
8 Eight I’s of Infinite InnovationTM © 2015 Braden Kelley
All Rights Reserved
The Eight I’s of Infinite Innovation™ helps people create an innovation process focused on:
1. Inspiration
Quickstart
2. Investigation Guide
3. Ideation Sample
4. Iteration
5. Identification
6. Implementation Toolkit
7. Illumination contains
Worksheet
8. Installation
• Inspiration is central and drives

both idea development and idea
commercialization.
This framework helps people move from project-focused

Click here to
download the
innovation to inspiration-driven continuous innovation
white paper
8 Eight I’s of Infinite InnovationTM © 2015 Braden Kelley
All Rights Reserved
9 Organizational Agility Framework © 2015 Braden Kelley
All Rights Reserved
This framework helps organizations examine how to become more agile by asking the following:
• Does our organization suffer from

too much fixedness?
Toolkit
contains
• Is our organization too flexible? Worksheet
• Do we have the right balance

between flexibility and fixedness
to maximize our organizational
agility?
• Do we know where we need to

increase or decrease our flexibility
or fixedness?
Quickstart Use this framework to guide the difficult conversations
Guide
Sample around how to increase your speed of change

9 Organizational Agility Framework © 2015 Braden Kelley
All Rights Reserved
Where can we stretch our What should we keep the

existing resources and the same to enable faster change
organization itself to do new inside the organization and
things in new ways? faster adoption by customers?
Flexibility Agility Fixedness
Too much Flexibility and it Too much Fixedness and you

will take too long to make will suffer from organizational
decisions and changes. rigidity.
Increased Organizational Agility is achieved by establishing the right

balance between Flexibility and Fixedness.
#10 – The Eleven Change Roles ™ help organizations:

• Get the right people in the room and engaged for change
• Focus more on knowledge than authority
• Create a change planning group than can drive success
• Inject considered viewpoints into change planning process
• Build a more holistic change plan
10 The Eleven Change RolesTM © 2015 Braden Kelley
All Rights Reserved
This framework is designed to help change planning teams take a more holistic, roles-based approach
to staffing change management teams by laying out Eleven Change Roles™:
• Step 1: Identify key groups of
impacted individuals
• Step 2: Identify some people who will
not be affected by the change and
who can provide some external
perspectives Quickstart Toolkit
Guide contains
• Step 3: Discuss each of the remaining Sample Worksheet
nine change roles to gain
understanding
• Step 4: Use worksheet to identify
change mgmt team members for
each role
The Eleven Change Roles™ will help you populate the
• Step 5: Identify gaps and recruit people boxes at the top of the Change Planning Canvas™
people to fill those gaps on change
mgmt team © 2015 Braden Kelley . All Rights Reserved
All Rights Reserved
1. Authority Figures/Sponsors
• Somebody has to be in charge. This includes one main sponsor and a coalition of authority figures who can
help push things forward when a push is required.
2. Designers
• Designers are your big picture thinkers, people who can see how the pieces fit together, who are skilled
meeting facilitators, who know the methodology well, and who can help keep people on track as you build the
plans for your change effort.
3. Influencers
• Influencers are well-respected and forceful people in the organization. They may lack the formal position
power of a sponsor or authority figure, but they can help rally people to the cause with their words and
actions.
4. Integrators
• Integrators are good at bridging silos, building relationships that cut across geographies and hierarchies, and
finding ways for different teams and departments to work together to achieve a common goal.
5. Connectors
• Connectors are slightly different from Integrators, and the difference is that Connectors know where the overt
and hidden resources lie in the organization and have the personal connections and influence necessary to
open a dialogue that can result in a needed connection.
All Rights Reserved
6. Resource Controllers/Investors
• These people have things you need—human resources, information resources, and physical resources. You
must get them to invest those resources to successfully achieve your desired change.
7. Troubleshooters
• There are always going to be problems that emerge along the way; some are expected, and some are not.
Troubleshooters are really good at identifying problems early on, and they enjoy the challenge of finding ways
around, over, under or through these potential barriers. It is even better when the team can identify ways to
overcome problems before communications to the rest of the organization begin. Troubleshooters can help
with this and often have the domain knowledge or the deep insight into the change target’s mind-set
necessary to also move minds and resources to support the change program.
8. Evangelists/Storytellers
• Every change effort has a story to tell about how the desired future state is better than the current state and
is worth the disruption of making the change. There is a vision, themes that will weave together in your story,
and symbols that will reinforce and show your commitment to realizing the goals you set for the change
effort. Without this evangelism and storytelling it will be really hard for people to understand what you are
trying to do or to support it. So you need to have evangelists and storytellers at the ready.
All Rights Reserved
9. Endorsers/Supporters
• Getting people to agree to talk up the change effort even if they are not taking an active role in pushing it
toward completion is very powerful. Don’t be afraid to reach out and ask for this seemingly insignificant
assistance, but arm these individuals with the themes, symbols, and stories that will reinforce the vision and
sustain momentum.
10. The Impacted (key groups of impacted individuals)
• Who is going to be affected by this change? Don’t be afraid to invite these people early on to voice their
concerns so that you can understand their objections, identify solutions or mitigations, and potentially recruit
them as effective evangelists.
11. The External (perspectives from people not affected )
• It’s easy to miss risks, assumptions, barriers, and points of potential resistance when you are too close to the
effort. Inviting in some people from outside your organization to be part of your planning process and to get
their feedback on what you are trying to do might be surprisingly enlightening as they contribute their
perspective.
Quickstart Toolkit
Guide contains
Sample Worksheet
All Rights Reserved
These ten free tools from the Change Planning Toolkit™ are
introduced in the following articles and in more depth in:
• Charting Change – my latest book
• QuickStart Guide – part of the Change Planning Toolkit™
1. http://bradenkelley.com/2015/10/the-five-keys-to-successful-change/
2. http://bradenkelley.com/2015/11/architecting-the-organization-for-change/
3. http://bradenkelley.com/2015/11/building-a-global-sensing-network-revisited/
4. http://bradenkelley.com/2015/12/visualizing-project-planning-success-for-
2016/
5. http://bradenkelley.com/2015/12/the-pyramid-of-results-motivation-and-
1. Five Keys to Successful Change
ability/
2. Architecting the Organization for Change
6. http://bradenkelley.com/2016/01/measuring-change-readiness/ 3. Building a Global Sensing Network
10 Free Tools
7. http://bradenkelley.com/2016/01/eight-is-of-infinite-innovation-revisited/ 4. Visual Project Charter™
5. Eight I’s of Infinite Innovation
8. http://bradenkelley.com/2016/02/standardizing-change/
6. Motivation Ability Worksheet
9. http://bradenkelley.com/2016/02/increasing-organizational-agility/ 7. PCC Change Readiness Framework
10. http://bradenkelley.com/2017/02/the-eleven-change-roles/ 8. Results Pyramid Worksheet
© 2015 Braden Kelley . All Rights Reserved 9. The Eleven Change Roles
More Free Tools available on http://bradenkelley.com/cpt: 10. Organizational Agility Framework
License Options for Every Situation
City/State/Country licenses from $0.01/yr per resident
($1,000 minimum)
Site licenses from $2/yr per employee

(plus setup fee)
Increase Earn 20% Consulting Firms and

Client as a Organizations of 100+
Revenue Reseller employees will find site
licenses less expensive
Change Planning Toolkit™ Individual License Options
11”x17” included – poster size versions available with site license Includes
Change
Individual License Basic Bronze Gold Planning
Canvas
Transaction Fee $29.99** $399.99 $999.99
$99.99/yr TBD
Value $500 value $1,200 value $3,800 value
eBook With fee pmt -- --

# of toolkit tools 26 50+ 50+
QuickStart Guide Included Included
eLearning Included
Private Event
Discount Site 10%
Licenses
Public Event
Discount
Available 10%
Email info@bradenkelley.com for more information Get access to Change Planning Toolkit™
* (SL) Site License is priced based on TOTAL employee population not users (all get access)
** Basic Membership Fee is WAIVED for owners of Charting Change book
http://bradenkelley.com/cpt

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10 Free Tools from the Change Planning Toolkit™

The Change Planning Toolkit™ from Braden Kelley is

The book highlights best practices of organizational

© 2015 Braden Kelley . All Rights Reserved

You will find the top of each

Change Planning Canvas™ &

LEGEND Change Frameworks

© 2015 Braden Kelley Optional Tools

© 2015 Braden Kelley . All Rights Reserved

The Change Planning Toolkit™ helps organizations:

#1 – The Five Keys to Successful Change help organizations:

• Manage a roster of projects to

• Organize creation of the Change

• Provide sponsorship, support and

• Manage the activities necessary

• Organizes creation of • Provides

Change Portfolio Management

#3 – Building a Global Sensing Network helps organizations:

This framework visualizes how to architect a change-centric, customer-centric organization:

• Organizations must track changes

• Change planning comes before

© 2015 Braden Kelley . All Rights Reserved

Change Management Change Leadership

Project Planning Behavior Planning Comm. Planning

Project Management Behavior Mgmt. Communication Mgmt.

More free tools at http://bradenkelley.com/cpt

Core Technology Scouting Customer Insights:

#5 – The ACMP Standard for Change Management®:

11”x17” included – poster size versions available with site license

• What is the purpose of this

• What is the key information to

• What Project Approach are we

What is the purpose of this project? More free tools at http://bradenkelley.com/cpt

1 of 50+ Tools/Frameworks from the Change Planning Toolkit™

Executive Summary Stakeholders Assumptions

Objectives, Goals and Success Criteria Issues

Deliverables Out of Scope Constraints

Estimated Budget and Costs Project Approach

Business Justification Organizational Impacts Departmental SOW

Project Team Roles and Responsibilities

Gain Approval for Completion

Design and Conduct Lessons

Assess Communication Needs,

Assess Organizational Execute, Manage, and Monitor

Review and Approve the

Visualization - © 2015 Braden Kelley . All Rights Reserved

#7 – The PCC Change Readiness Framework helps organizations:

• Personal Motivations via physical

Physical cues, visualizations New skills

Social Motivation Social Ability

Turn accomplices into friends Transformation conversation

Structural Motivation Structural Ability

Identify burning platform Change physical environment

Shared Understanding, History, and Context

1 of 50+ Tools/Frameworks from the Change Planning Toolkit™

• Permissions • Change Saturation Levels

#8 – The Eight I’s of Infinite Innovation™ helps organizations:

#9 – The Organizational Agility Framework helps organizations:

• Inspiration is central and drives

This framework helps people move from project-focused

• Does our organization suffer from

• Do we have the right balance

• Do we know where we need to

© 2015 Braden Kelley . All Rights Reserved