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<p><span style="color:#000000"><span style="font-size:24px"><strong>Change Management<br />
Standard Requirements Toolkit</strong></span></span><br />
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<p style="text-align:center"><span style="color:#000000"><span style="font-size:20px">Crucial Requirements:</span></span></p>
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">A business plan for the future rests on a thorough understanding of where you are now as an organization. Carrying out a SWOT analysis (Strengths, Weaknesses, Opportunities and Threats) or a PESTEL analysis (Political, Economic, Social-cultural, Technological, Environmental and Legal) are useful tools to help you do this. Consider any strength you can build upon and any weaknesses you need to address. What external influences are impacting upon your organization (changes in the law, government policy, users)?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Workforce change management how do you prepare your workforce for changing capability and capacity needs? how do you manage your workforce, its needs, and your needs to ensure continuity, prevent workforce reductions, and minimize the impact of workforce reductions, if they do become necessary? how do you prepare for and manage periods of workforce growth?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">The objective of Change Management is to ensure that standard methods and procedures are used, such that changes can be dealt with quickly, with the lowest possible impact on service quality. all changes should be traceable, in other words, one can answer the question, what changed? Do we do this?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">When considering our organizational capability to make desired changes, do we ask the following questions: are the staffing level, funding, and physical plant potential assets or deterrents, and to what degree?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Tell you about your preferred coaching style. you especially want help with (organizational change, leadership, life balance, vision, relationships, time management). how would you help you with that?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Will your organization assign subject-matter experts to assist the project manager or is the expectation that the project manager and/or project staff be experts in each initiative are themselves?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Are the various points of view (in terms of discipline, work experience, and diversity) relevant to the task at hand adequately represented so that informed, intelligent decisions will be made?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Win small; win early; win often. start small! organizing efforts are worth nothing if you can not demonstrate that your ideas actually work. ask yourself, what will constitute an early win?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">What is a general working method for IT-enabled Business Transformations, and how should it be adapted to be suitable for implementation of the Business Rule Approach in your organization?</span></span><br />
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<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">If your organization is offered more funding than it immediately needs, is it pressurised into expanding or diversifying without planning or possibly without having the necessary capacity?</span></span><br />
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