Change is inevitable in any organisation, and having a well-designed change management plan is crucial for its successful implementation. This article provides insights and guidance on creating an effective [change management](https://inpositiv.com/insights/agile-change-management) plan, along with a ready-to-use template for change request form. By following these steps, organisations can navigate through the complexities of change and ensure a smooth transition for all stakeholders involved.

## What is a change management plan?

When it comes to navigating organisational change, it's not just about 'why'; it's about 'how'. We understand that change can be daunting, especially if it’s unexpected or significant. That's where a change management plan steps in. Think of it as a detailed roadmap, guiding every phase of the transition. From identifying reasons for change to ensuring its success, a well-defined plan ensures the journey is smooth and the destination clear.

At its core, a change management plan outlines the steps required to successfully implement [change](https://inpositiv.com/insights/roles-and-responsibilities-in-change-management). It's your project manager, communication plan, and project management tool wrapped into one. Using it, we can streamline the change process, communicate its importance, and ensure everyone impacted is on board. Whether it’s a specific change initiative or an overarching organisational change, having a plan helps anticipate challenges and address them proactively.

Now, you might ask, "Do I really need a change management plan?" Well, consider this: change is inevitable, but resistance to it is common. This plan is your key to turning that resistance into support, ensuring every change is not only executed but embraced. For this reason the key step is communicating with the right people intiating the change and make a clear explanation on why, how, expecter risk and more points.

For those looking to create one, we offer a comprehensive change request template. The request is designed to guide you through the change process, offering actionable steps and insights. Remember, when it comes to change, preparation is everything. Equip yourself with the right plan to lead your team toward success.
FREEBIE1
## When do you need a change management plan?

Picture this: Your organisation is on the brink of a significant shift, be it a new technology, a fresh strategy, or a merger. But, here's the twist: Change isn't just about the "what"; it's majorly about the "how." And that's where our friend, the change management plan, enters the scene. But when exactly should you roll out the red carpet for it?

- **New Initiatives**: Whenever you propose a change project or start a change initiative, be it big or small, that's your cue! Changes can be like icebergs – it's what's beneath that's tricky.

- **Stakeholder Communication**: If you're aiming for clear change communication, which you always should, a communication plan within your change management plan is vital.

- **Complex Transitions**: If multiple teams or departments are impacted by the change, it’s essential to have a detailed plan to ensure no one’s left in the dark.

- **When Resistance is Anticipated:** Remember, change can be daunting for many. If you foresee resistance or hurdles, it's time for an effective change management plan to come to the rescue.

- **Managing Change Requests**: If there are processes to submit a change request, or if there's a change control board involved, a structured plan keeps everything in sync.

### How to create a change management plan

#### Step 1 Define your change management goals

Before diving into the change management process, get clear on what you want to achieve. Is it a smoother organisational change? Or perhaps you're focusing on a specific change project? Whatever it is, understanding the change is crucial. Remember, a well-defined goal is half the success!

#### Step 2: Build your change team

Every successful change plan thrives on teamwork. Gather a resilient change management team that’s ready to face challenges head-on. Consider including a mix of team leads, a project manager, and even members from the change control board. The right people make all the difference.

#### Step 3: Develop your change management plan

Here's where the magic happens. Utilise a project management tool or project management software to lay out the specifics of your change plan. Detail out actions, assign roles, and determine the scope of the change. Want to make this step even easier? Use our comprehensive change management plan template to get the ball rolling.

#### Step 4: Create a communication strategy

Ah, the cornerstone of every change process. Develop a compelling communication plan that not only informs but also engages. Make sure to communicate the change effectively across all levels, ensuring everyone impacted by the change is in the loop.

#### Step 5: Execute your change management plan

All set? Time to put the plan in motion. As you implement the change, keep tabs on its progress. Remember, change is inevitable, but how you manage change can make all the difference. And should you face any bumps? Rely on your clear change management strategy to navigate.

#### Step 6: Evaluate, review, and adapt

Change doesn't end once implemented. It's an ongoing process. Continuously assess the success of the change, using feedback to adapt and refine. And if you discover what a change management plan truly offers, you’ll realise that adaptation is its heartbeat.

## What are the benefits of using a change management plan?
![Product design2.png](/uploads/Product_design2_5ad697232b.png)

- **Clear Vision and Direction:** A change management plan lays out the roadmap, ensuring every step taken aligns with the desired outcome. No more wandering in the dark!

- **Enhanced Communication**: Effective change thrives on communication. Our plan template facilitates open dialogues, keeping everyone informed and engaged.

- **Reduces Resistance**: People naturally resist change. A well-thought-out change management process acknowledges concerns, alleviating fears and boosting acceptance.

- **Greater Project Success**: Using a change management model or combination tailored for your needs elevates the likelihood of a project's success. It's like having a compass in the wilderness of change.

- **Efficiency in Execution**: Streamline the change process, manage change requests efficiently, and monitor with project management tools. Save time and avoid costly missteps.

## Conclusion

Remember, the true power of a change management plan lies in its ability to adapt. As you implement and evaluate your plan, be prepared to refine and adjust your strategies. This flexibility ensures that your organisation remains responsive and resilient, no matter what changes come your way.

If you're ready to embrace change and harness its potential, our team at [inPositiv](https://www.linkedin.com/company/72177658/admin/feed/posts/) is here to guide you. With our expertise in change management and a suite of tools at our disposal, we can help you create a change management plan that aligns with your unique goals and challenges. [Reach out](https://inpositiv.com/#contact) to us to start your journey towards successful change management, and let's transform change into your organisation's greatest asset.



Discover the key steps in building a successful change management plan. Free template included. Perfect for businesses looking to manage change effectively.

Our Change Request Template will streamline your communication, ensuring your proposed adjustments are promptly and effectively reviewed by the relevant department.

Change Request Template

large_top-view-hands-using-laptop-open-book.jpg

medium_top-view-hands-using-laptop-open-book.jpg

small_top-view-hands-using-laptop-open-book.jpg

thumbnail_top-view-hands-using-laptop-open-book.jpg

top-view-hands-using-laptop-open-book.jpg

How to Create an Effective Change Management Plan | Free Template

We live in an uncertain world, with an even more uncertain business environment. Organisations frequently find themselves in difficult situations that they may not be used to, and must react to these situations effectively and efficiently. 

Good leadership is knowing that problem solving is not a “one size fits all” process. For that reason, it is vital for businesses to understand these multitudes of contexts and approach them differently and bridge knowledge gaps that may be missing. 

But how do you know what the right approach is to adopt in different situations?

Leaders can use the Cynefin (meaning habitat in welsh) framework to take different contexts into account when making decisions. 

What is the Cynefin framework, and how can it help your organisation adapt its decision making to different contexts?


## What is Cynefin?

Cynefin is a framework for categorising problems and decisions companies might face and allows them to respond accordingly. 

The framework helps organisations avoid using the same management style and decision making approach to different situations where they may not be practical. 

By encouraging flexibility and adaptability when making decisions, Cynefin allows organisations to adjust their management style to the problem in question. 

Cynefin can help make better decisions in crises and emergencies but also in product development, marketing and organisational strategy. 

The framework describes five main contexts: Complex, complicated, chaotic, obvious and disorder. 

Let’s look into these contexts in more detail. 
![Cynefin contexts: Complex, complicated, chaotic, obvious](https://inpositiv.com/uploads/Cynefin_2a26e52f86.png)

### Obvious Contexts

Obvious contexts are contexts where the relationship between cause and effect have already been well established.

Your organisation may have been in this situation thousands of times and may know exactly what to do when faced with this scenario.

#### How should you lead in obvious contexts?

In obvious contexts, there are often explicit steps that dictate the next stage of the process according to established best practices.

An example of this may be problems encountered at call centres which are often predictable and there are processes in place to handle them.

You should assess the situation, categorise its type and base the response based on best practice wherein there is often a single ‘correct’ answer based on existing process and procedure.

There is a danger that obvious contexts may be oversimplified by management. Avoid this by ensuring that there are clear communication channels in place so that team members can report situations that don’t fit into established categories.

Another danger in obvious context is that past experience in them makes teams less receptive to new and innovative ideas. Avoid this by staying open to new, disruptive ideas and pursuing innovative suggestions.

### Complicated Contexts

Complicated situations are situations where there may be a clear relationship between cause and effect, but this relationship may not be visible to everyone.

In complicated contexts, most variables are known. You know what you need to achieve, but not necessarily how to achieve it. You may even be able to guarantee a good result, but not the best solution.

Complicated situations may include:

- Improving an existing product
- Coaching a new team
- Adopting new methods

#### How should you lead in complicated situations?

The leadership approach to take in these situations is to first assess the situation and sense what the problem might be.

Then, investigate several options for how to solve the problem, analyse large data groups if needed and use experts in the field to gain relevant insights.

From this information determine a course of action and execute this plan following the plan, do, check, act cycle.

Do not rely too heavily on experts in complicated situations whilst dismissing creative thinking.

Instead, assemble a team of people from a wide variety of backgrounds and ensure everyone’s voice is heard.

### Complex Situations

Complex situations emerge when it may be impossible to identify one correct solution or spot cause-and-effect relationships.

In complex domains, we can only understand why things happen in retrospect. Many organizations today fall into these situations due to the rapid pace of change and uncertainty of our environments.

#### How Should you lead in complex situations?

Instead of coming up with an action plan right away, it is better to approach complex environments with calm and patience.

Follow the probe-sense-respond model. Look for patterns and wait for the solution to emerge.

As a leader, instead of giving solutions that may be under-researched, should gather a diverse group of people and have them discuss possibilities and innovative solutions.

##### Business Experiments

It may also be helpful in these particular situations to conduct business experiments because pattern recognition and experimentation are required when there is no cause and effect relationship.

The solutions won’t be prepackaged but come from brand new thinking and ideas.

It may also be useful to use brainstorming tools such as Random Input or Provocation to generate these new, innovative ideas.

### Chaotic Situations

Chaotic contexts are those with no cause and effect relationship whatsoever.

These contexts can occur out of the blue and can be hugely disruptive, in chaotic contexts, there is often no time to experiment or probe the situation as these situations are dire and require immediate action.

Paralysing IT failure, terrorist attacks and natural disasters are just some examples of chaotic contexts that can put your organisation at serious risk of capitulation.

#### How should you lead in chaotic situations?

The approach you should take in these situations follows the act-sense-respond directive.

Events of this nature occur suddenly and are hugely disruptive, thus immediate action is required to stabilise the situation, acting decisively to address the most pressing issues.

Then sense where there is stability and where there isn’t following your direct action.

Finally, respond with novel practices to move the situation from a state of chaos to a state of complexity.

𝐖𝐡𝐚𝐭 𝐞𝐥𝐬𝐞 𝐜𝐚𝐧 𝐚𝐢𝐝 𝐲𝐨𝐮 𝐢𝐧 𝐜𝐡𝐚𝐨𝐭𝐢𝐜 𝐬𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧𝐬?

To navigate chaotic situations successfully, consider conducting a Risk Analysis to identify possible risks, prioritize them with a Risk Impact/Probability Chart, and make sure that you have a comprehensive crisis plan in place.

It's impossible to prepare for every situation, but planning for identifiable risks is often helpful.

### Disorder

Disorder is the space in the middle of the Cynefin framework. This category applies to contexts where you can’t pinpoint which of the other categories your situation fits into. These particular contexts are challenging for organisations as you have little to no idea how to appraise and react to the situation at hand. 

People usually react to contexts of disorder by acting in line with personal preferences, without stopping to deal with the situation at hand. 
![disorder context of Cynefin](https://inpositiv.com/uploads/Cynefinq_f6554a4ec6.jpg)
#### How do you react in contexts of disorder?

The way to deal with disorder is to firstly gather more information about your situation in order to move into a known domain within the framework. 

Another way of dealing with this context is to break the situation down into smaller problems, these problems which can then be applied to one of the known categories. 

 
## Conclusion

Cynefin is a useful framework for helping people throughout an organisation understand the importance of reacting to different contexts differently. Effective leadership is knowing that better decisions are made when approaches are adapted to changing circumstances. 

Having a good solution is all well and good, but when applied to the wrong situational context, it can lead to outcomes that are more complicated and harmful than the initial problem ever was. 

Effective use of the Cyenfin framework can make your organisation’s life a lot easier by structuring the approach to finding the correct solution based on the conditions of the problem. 

If you found this article useful, why not share it with a friend, or leave your thoughts and comments below, we’d love to hear your feedback. 

Learn how the Cynefin Framework helps leaders adapt their approach to different business challenges. Make smarter decisions with clear strategies.

Post182.jpg

Cynefin Framework helps leaders adapt decision-making to different contexts. Make smarter decisions with clear strategies.

How to Create an Effective Change Management Plan | Free Template

Inhaltsverzeichnis

Abonnieren Sie unseren Newsletter

Mehr Einblicke sehen

Cynefin: How should you react to different organisational contexts?

How to Create an Effective Change Management Plan | Free Template

Kontaktieren Sie uns