Change drivers - biggest contributors to project success

1. Active and visible executive sponsorship

Best practices report excerpt: Consistent with the findings from Prosci’s previous four studies, active and visible executive sponsorship ranked as the number one success factor for change management programs, with participants citing this factor four times more frequently than any other area. Participants cited the need for senior business leaders to be accessible, knowledgeable about the change, committed and involved.

What it means: In each benchmarking study that Prosci has completed - 1998, 2000, 2003, 2005 and 2007 - the role of the sponsor was at the top of the list as a contributor to success. The sponsor lends authority and credibility to the change, establishes commitment and sets direction. Sponsors must do more than sign checks and charters.

2. Structured change management approach

Best practices report excerpt: Participants cited the use of a structured change management approach along with a detailed change management plan as a key contributor to their success. Study participants cited the need for practical change management knowledge and a well-orchestrated program.

What it means: Change management is not effective when it is done in an ad hoc manner. It is no longer adequate to have just a communication plan here or a training plan there. Change management is most effective when it follows a structured process that drives scaling and customization.

3. Frequent and open communications around the need for change

Best practices report excerpt: Frequent and open communications included regular information sharing that established a clear and compelling reason for the change. This included identifying impacted groups, building awareness of the need for change and sharing the costs or risks of not changing. Participants cited the need for a “clear line of sight” to the business strategy that was consistent and easy to understand. Study participants also emphasized the need to share how the change benefits the organization and end-users.

What it means: Communication is critical to the success of change initiatives. It is the tool most used to share information throughout the organization. However, it is important that communications also adhere to best practices regarding what is communicated and who does the communicating.

4. Dedicated resources for change management

Best practices report excerpt: Dedicating resources to change management included the assignment of resources trained in change management for planning and implementation. In some cases, for large change projects, study participants indicated the need for change management resources to be assigned by function and by region in order to have change management expertise onsite and local to the community impacted by the change.

What it means: Without dedicated resources, change management activities will not be completed. A dedicated resource ensures that the proper priority and focus are set for the people side of change.

5. Employee participation

Best practices report excerpt: Employee participation included many types of involvement by employees, particularly focus groups and other activities that allowed employee input to the design of the change. Study participants cited the need for proactive interactions that fostered feedback and resulted in enthusiastic and motivated employees. Customer input was also cited as an important element for successful change management programs.

What it means: Employee participation lays the foundation for engagement and adoption of change. Especially in empowered work settings where employees have taken ownership and accountability for their work, participating early and often plays a key role in successful change.

How well are you doing?

The quick checklist below will help you gauge how effectively you are following the best practices related to top contributors to overall success:

Yes	No	Success factor
		My change has active and visible executive sponsorship
		My change is applying a structured approach to change management
		My change has frequent and open communications around the need for change
		My change has a dedicated resource for change management
		My change has encouraged employee participation

The 2007 Best Practices in Change Management benchmarking report has numerous other findings on what to do and what not to do when implementing change in your organization. The report provides a solid foundation for creating your own checklists on a number of topics.

• See the report overview

• Review the table of contents

• View participants in the study

• Change management certification ($2100) - 3-day program where you bring a project you are working on and apply all of the assessments and tools as you learn them - taught by former Fortune 500 executives at locations across the U.S.
• 2007 Best Practices in Change Management benchmarking report ($249) - journal-style report with lessons learned and best practices from 426 participants, presented in an easy-to-use format - reads as a checklist of what to do and what not to do
• Change Management Toolkit ($349) - hardcopy 3-ring binder presenting Prosci's change management methodology; includes templates, checklists and assessments for managing the people side of change (includes USB drive)
• Change Management Guide for Managers ($189) - tools to help supervisors engage and coach their direct reports through change (includes ADKAR book, Employee's Survival Guide and 10 ADKAR worksheets)
• Change Management Pilot 2008 ($449) - online tool including Prosci's change management methodology, eLearning modules and downloadable templates, assessments, presentations and checklists
• Change Management Pilot Professional 200808 ($559) - the content of the Change Management Pilot plus additional benchmarking data and an online version of the Change Management Guide for Managers and Supervisors
• Change Management: the people side of change ($18.95) - a primer that addresses why manage change, individual change management and organizational change management for anyone involved in organizational change
• Employee's Survival Guide to Change ($14.95) - a handbook to help employees survive and thrive during change; answers frequently asked questions and empowers employees to take charge of change