Structure: Assess, Design, Deliver (with accompanying workstreams)
: Conduct a stakeholder analysis to identify key stakeholders (those employees who will be impacted by the
change and to what extent) at each of the locations that the new system will be rolled out.
Change Impact Assessment
: Conduct a change impact analysis (i.e a forum for those impacted stakeholders) to identify concerns
about the new system and document all procedural changes that will need to be addressed via training and communications)
: Design training materials to prepare employees for the new system. These training materials should vary in the type of
delivery to ensure they are adaptable to all learning styles. For example, there should be instructor led trainings, computer based
trainings and quick reference guides for FAQs.
: Design a communications plan documenting all communications that will be delivered to stakeholders. This plan
should outline what group of stakeholders should receive what message, the frequency of the communications, the vehicle of
communication and the due date.
: For such a large-scale change, it would be advantageous to create a Change Agent Network made up of
“change agents” who will champion the new technology and be subject matter experts on the new system amongst colleagues. The
Change Agent Network would meet several times before the Go-Live date to receive additional training on the system and get the
opportunity to answer any questions or address any concerns arising from colleagues.
: Roll out training in a time sensitive way, ensuring that employees can receive the training that they need without
sacrificing too much time away from their day-to-day work. Offer the training as close to the Go-Live date as possible.
: Execute on the first communications that are meant to build awareness. As the Go-Live date approached, the
emails will be more tactical with system updates and how to prepare for G-Live.
: Facilitate Change Network Meetings to inform the change agents of upcoming events. Inform all employees
that the change agents will be the go-to people for questions regarding the change and new system so that management can carry
on with day-to-day activities.