Change Management for 2025 (Human element of change: People impact …
Change Management for 2025
Human element of change:
resistance to change
Formal approach to manage change?
Speak to Senior leaders to understand high level current staff position with change
Conduct change impact assessment to show current understanding
OPG2025 workshops to get feedback and a baseline for how transformation is resonating amongst staff and open collaboration lines
Understand OPG's history, readiness and capacity to change
Continual reassessment of where we are - develop process for assessment including frequency and a route to share current position (TC?)
Conduct scenario plans and pre-mortems based on the unexpected
Engagement with Senior stakeholders and Executive Team
Set up engagement with Exec team and OPG Board to ensure we have buy-in to change and understand their current position as individuals and leaders
Get buy-in through sponsors who will be involved in the delivery of the programme
Consider/review how we continue to engage with all levels of the leadership team
Case for change
Ensure case for change is updated, visual and ready to share
Utilise this in engaging stakeholders in why we are changing and why it's important for everybody to join the party!
Rich picture to help show the future
Engaging people at all levels
Consider business change managers and change agents
How do we create ownershop amongst staff and managers at all levels? OpEx programme Hm passport?
Tale the forward leadership approach in identifying problems we are trying to solve and involve others in solutions - could this be the feed in to the innovation scheme?
Communications approach - agree objectives and keep them up to date to time and place
Assess and address the culture
Conduct a landscape assessment to identify culture, values, beliefs and identify the baseline to be measured during the lifecycle of the programm
Define what culture is needed to support changes and identify how this will be implemented
Address the culture that is needed through leadership, incentive schemes and modelling behaviours and attitudes needed