Change Complexity Assessment

Module 1 – Introducing Change Management Introducing Change Complexity

If you are currently working on one or multiple change initiatives do you have a clear sense of the level of complexity involved?

If you are managing a portfolio of change initiatives it is helpful to understand the complexity so that you can plan and prepare and see if there is likely to be issues with overlaps, dependencies and change saturation.

Module 2 – The Psychology of Change Complexity Scale

On the next slide is a framework to help you assess whether your change complexity is level 1, 2 or 3 against scope, stakeholders, culture, change capability and capacity. Level 1 – Low complexity - developmental changes such as a system upgrade which may only impact one function and there is minimal resistance, normally can be implemented in 6 months or less. Level 2 – Medium complexity - transitional changes such as process changes across multiple functions, with some resistance, medium term implementation 6 months to 1 year Level 3 – High complexity - transformational in nature, such as new target operating model, longer term and is normally will be over 1 year, could have multiple phases and there is likely to be resistance as it requires a cultural transformation.

Module 1 – Introducing Change Management How complex is your change?

Module 2 – The Psychology of Change Key Questions to consider

The questions that follow will help you to conduct an assessment to understand the level of complexity related to each of the areas. It should be used to determine where you project sits on the scale from level 1 to 3 and can then be used to identify any gaps and weaknesses you may face whilst implementing the change.

Scope

Stakeholder Resistance

Culture Capability

Capacity

Module 3 – Establish the Change Management Team Scope

• How complex is the change vision? • What is the type of change? E.g developmental, transactional,

transformational • How much process change is required? • How much will the structure be impacted? • How much technology change is required? • How likely is change saturation?

• What is the level of risk associated with the project?

Module 3 – Establish the Change Management Team Stakeholder Resistance

• What is the demand for capability development and change, and is it sufficient to overcome challenges and resistance?

• What is the vision of change and is it agreed by key stakeholders? • Who holds the power to support or block change in this context?

• Who holds visible power? • Where is the invisible/illicit power and how is it used?

• What level of motivation to change do the different stakeholders’ have? • How important is the change initiative for them? • What incentives are there for them to engage with change? • What perverse incentives would stop them from engaging?

• Have members of the leadership team made a commitment to act as sponsors of the change?

Module 3 – Establish the Change Management Team Culture

• Are there likely to be many issues in the existing culture that will be relevant to the change initiative?

• Is the vision for change consistent with the current organizational culture?

• What level of resistance can be expected? • How much planning has been done to manage resistance to change? • Are you planning to introduce New Ways of Working? How will this be

introduced? How much will change?

Module 3 – Establish the Change Management Team Change Capability

• How much change is already going on and how well is it being managed?

• Is there a history of adequately helping individuals make personal changes?

• Is this change seen as a priority for this year? • Will human resource policies, practices and processes (e.g., salary and

benefits structure) support or inhibit the change? • Does the infrastructure exist to enable employees by providing them

with the appropriate tools and training? • What else is being done to build capability?

Module 3 – Establish the Change Management Team Capacity

• What programme and portfolio management tools already exist that would help to plan, execute and monitor the transformation?

• Are managers prepared to manage change? • Are there enough staff in the right places? • Are staff appropriately skilled to manage and implement the change? • Do we have the ability to recruit staff in a timely manner with the

necessary skills/experience? • Do we have agreement on the required financial resources for salaries,

operational costs and CAPEX investment?

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