Change Plan Template

Change Plan

Change Initiative:
Sponsor:

Document title Version Date Name of Draft

number last person who or
updated last Final
updated

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 Change Plan Template

Guidance Notes
For each section of the Change Plan Template, guidance notes have been
provided to help you complete your Change Plan
They are highlighted in a dark grey box and italics text, just like this
Feel free to remove them as you go

Introduction / Background
High-level explanation of where the idea originated from, how it supports the
Corporate Strategy and what links it might have to have other change initiatives

Sponsor
The person who is accountable to lead, champion and implement the change
Summary of his/her priorities for the change

Rationale behind the change

Reasons for doing the change (use PESTLE as a tool to identify Drivers for
change)
Comparison of doing the change to the option for doing nothing / not doing the
change.

Type and Scope of Change

Type of Change – explanation of the primary focus of change (Culture, Strategy,
People, Technology; there will probably be some overlap)
Scope of Change - summary description of size and complexity of the change
Type

Scope

Timeline

Budget

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Change Objectives and Desired Outcomes

Objectives – what will be achieved by doing the change
Outcomes – the results, or desired consequences of doing the change
Objectives

Outcomes

Change Obstacles
List and assessment of expected resistance, obstacles, roadblocks and risks
associated with the change
Obstacles

Implications for the Change Approach and the Change Plan

Change Team and Role Descriptions

Role Description Person/People
appointed
Sponsor Has overall line authority – control over
necessary people and resources
Has a clear vision for the change
Maintains clarity and urgency
Addresses structural barriers to change
Communicates – a lot!
Provides resources
Creates environment to inspire and support
new approaches
Role models behaviour
Change Authority to implement and manage the
Manager change
Creates and implements plans to deliver
change
Reports to Sponsor
Ensures effective two-way communication
Confronts those blocking the change
Manages the Change Team Members
Acts as a role model
Change Help others to understand and buy into the
Team vision for change
Members Help with planning and delivering a range of
communications, consultations, learning
events
Strong facilitation skills, understanding of
group processes, collection and assessment
of data

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Demonstrate and emulate the new

behaviours
Change No direct line authority
Agents Works with Sponsor, Change Manager and
Change Team Members
Facilitates change
Builds broad connections across the
organization
Fosters collaboration between line leaders
Acts as an advisor, helper and/or guide
Helps groups identify and access resources

Key Stakeholder Analysis

Expected
reaction to Preferred
change / Key Communication Frequency of
Stakeholders Interest areas concerns channels communications
Person, Group, What are their Positive / In-person, email, Daily, weekly,
Organisation main interests Negative newsletters, fortnightly,
about the change Supportive / consultations, monthly,
Blocking one-to-one, quarterly,
Key concerns online, etc. annually

Key Messages
Key messages about the change, openly acknowledging gains and losses.

Change Readiness Assessment

Assessment of the readiness for change at the organisational level as well as the
individuals within the organisation
High / Medium / Low ratings provide assessment results
For Medium and Low ratings, indicate the implications for the Change Approach
and the Change Plan
Readiness factors: Organisational level Individual level
Attitudes: The political
climate for change: the
vision of a different future
and the commitment to
achieve it
Conditions: The laws,
regulations, structures and
systems necessary to
support and manage the
change

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Resources: The human,

physical and financial
resources needed to
support and implement the
change
For Medium and Low Ratings, implications for the Change Approach and the
Change Plan:

Change Approach - Overview

Overview of tools, processes and systems to be used in managing the change

Change Approach Considerations

Review and assess each of the Change Approach Considerations for the change
Describe the change in terms of the Consideration
Identify implications for the Change Approach and the Change Plan
CONSIDERATIONS
Big bang Incremental
Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

One department Entire organisation

Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

Some continuity Everything is changing

Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

Appropriately funded Under budget

Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

Politically backed Little/no sponsorship

Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

Planned Emergent/Unexpected/forced
Describe the change in terms of this consideration:

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Implications for the Change Approach and the Change Plan

Expansion Contraction
Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

Top Down Bottom Up

Describe the change in terms of this consideration:

Implications for the Change Approach and the Change Plan

Change Plan - Overview

Overview description of the Change Plan (types of change activities required,
timings and resources)

Change Plan - Implementation

Plan / Schedule of actions to implement the change, react accordingly to
changes to the change and re-plan, if necessary
Ensure the plan is adequately resourced
EXAMPLES: Training, communications (various), consultations, Champions,
Super Users, peer trainers, online training, user guides, cheat sheets,
webinars, seminars, roadshows, press releases, conferences, off-site
meetings, social media, floor walking, coaching, mentoring, retrain and
retention programmes, workshops, etc.
Actions Who When Performance
Measures

Change Plan – Integration

Plan / Schedule of actions to integrate the change, react accordingly to
changes to the change and re-plan, if necessary
Ensure the plan is adequately resourced
EXAMPLES: Update policies, procedures, standards and processes to
reference the new ways of working
Amend all performance measures to match new working practises.
Measure benefits / improvements as a result of change
Communicate and celebrate successes
Actions Who When Performance
Measures

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Change Evaluation
Explanation of how the change effort will be measured and evaluated
- Objectives met
- Outcomes achieved
- Measurable improvements (Benefits) realised
- Change team effectiveness
- Change plan effectiveness
- Change process effectiveness

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