wsc change management framework

8/2/2019 WSC Change Management Framework

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Change Management Framework

Gabriella Paoli

October 2009


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The Objective of OCM

The ultimate goal of OCM is to ensure that the project achieves itsexpected benefits


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OCM Framework

Text Text

Training & Development

Training Plan Training Schedule

Training Module and BusinessDocumentation

Training Delivery & Support

Workspace Computing Project

Support ServicesProcurementStandard desktop Supply RFTDesktop Lifecycle Management/SOEPrinting Services

Change Planning

Project Vision & Blue Print What

are the business benefits ? Change Readiness Assessment Change Impact Analysis

Change Risk Management Change Project Schedule

Communications

Communication Plan Stakeholder Engagement

Change Leadership

Role Definition

Leadership Selection & Induction Change Network

Stakeholder Identification

Stakeholder Analysis & Mapping Stakeholder Buy -In Points

Organisational Alignment

People Vision Definition

Behaviour Change Definition Workforce Transformation

Job Design Roles and Responsibilities Governance

Organisational Rebuilding

Performance Management


System Rewards & Recognition Employee Relations


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Change Management Approach


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Change Planning - Vision & Road Map

Clearly states what we are trying to achieve

The project (project team & business) has a clearobjective/s which it understands

It sets the road map for the project deliverables the

change process It explains the need for and benefits of the change

Linked to an outcome or benefit which is measurable


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Change Planning

Organisational Impact Assessment Identifies theimpact of change on Melbourne University

1. Process / Workload

2. Job Design / Responsibility

3. Skills / Knowledge

4. Culture / Behaviour

Business Readiness Assessment is a critical factor indetermining the level of change activity required


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Change Leadership

Effective leadership is essential to the success of anychange programme

Each project must develop change leaders throughoutMelbourne University, who will champion their project

They set the change agenda, gain commitment to theproject / change goals and prevent distraction thebusiness (managers, employees and engineers) mustlead the change


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Change Leadership Change Network

Executive Sponsor ownsthe initiative

Change Leaders driveand promote the initiative

Change Agentsinfluence people withindepartments at each

local site or impacteddepartment


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Stakeholder Engagement

To successfully engage stakeholders we mustunderstand their needs and impacts

Successful communication is:

1. Validated by Business Readiness Assessments2. Supports the project Road Map

3. With the business, not to the business

Not done via email


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Communication Strategy

Communication plans need to be structured and targeted to

stakeholders needs


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Organisational Alignment

Roles and responsibilities must be aligned with the new environment toensure that people are working on the right things, the right way


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Training & Development

The ultimate goal of the training activities is to minimise the time toproficiency, the time needed by Melbourne University to adapt thenew system and to realise its potential.


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Confirms that peoples objectives are clearly alignedwith the strategic direction of the change

Ensures that people are incentivised and motivated toachieve those objectives and hence to do so must

buy-in to the change journey

wsc change management framework

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