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<blockquote><div class="quotetitle">Quote from <a class="profile-link highlight-admin" href="https://pmri.in/forum/profile/pmdistilled/">pmdistilled</a> on 21/05/2025, 10:48 AM</div>
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<h3 class="wp-block-heading"><strong>14 Steps for Managing Change</strong></h3>

<figure class="wp-block-table"><table class="has-fixed-layout"><thead><tr><th><strong>#</strong></th><th><strong>Step</strong></th><th><strong>Description</strong></th></tr></thead><tbody><tr><td>1</td><td><strong>Define the Change</strong></td><td>Clearly identify what the change is, why it is needed, and what success looks like.</td></tr><tr><td>2</td><td><strong>Assess Readiness and Impact</strong></td><td>Evaluate organizational readiness, capacity for change, and who will be affected. Conduct impact and stakeholder analyses.</td></tr><tr><td>3</td><td><strong>Create a Sense of Urgency</strong></td><td>Communicate why the change is critical now. Use data, risks, and opportunities to build momentum.</td></tr><tr><td>4</td><td><strong>Build a Change Leadership Team</strong></td><td>Form a coalition of sponsors, change agents, and influencers to drive the initiative.</td></tr><tr><td>5</td><td><strong>Develop a Clear Vision &amp; Strategy</strong></td><td>Articulate a compelling future state and the roadmap to achieve it. Align it with business goals.</td></tr><tr><td>6</td><td><strong>Engage Stakeholders</strong></td><td>Identify stakeholders and involve them early. Understand and address their concerns.</td></tr><tr><td>7</td><td><strong>Design the Change Plan</strong></td><td>Prepare a structured change management plan: communication, training, resistance handling, and reinforcement.</td></tr><tr><td>8</td><td><strong>Communicate Frequently &amp; Clearly</strong></td><td>Use multiple channels to consistently share updates, benefits, and expectations. Ensure two-way communication.</td></tr><tr><td>9</td><td><strong>Empower &amp; Equip People</strong></td><td>Provide resources, training, systems, and authority to support new ways of working.</td></tr><tr><td>10</td><td><strong>Address Resistance Early</strong></td><td>Identify root causes of resistance. Use empathy, negotiation, and involvement to manage it constructively.</td></tr><tr><td>11</td><td><strong>Implement the Change</strong></td><td>Roll out the change incrementally or fully, depending on the strategy. Monitor adoption and feedback.</td></tr><tr><td>12</td><td><strong>Monitor Progress and Metrics</strong></td><td>Use KPIs and feedback to track performance and adaptation. Be ready to pivot.</td></tr><tr><td>13</td><td><strong>Reinforce and Celebrate Wins</strong></td><td>Acknowledge progress, reward success, and reinforce behaviors that support the change.</td></tr><tr><td>14</td><td><strong>Sustain the Change</strong></td><td>Institutionalize the change through updated policies, processes, leadership behavior, and culture embedding.</td></tr></tbody></table></figure>

<h3 class="wp-block-heading"><strong>Grouped into Phases </strong></h3>

<figure class="wp-block-table"><table class="has-fixed-layout"><thead><tr><th><strong>Phase</strong></th><th><strong>Steps Included</strong></th></tr></thead><tbody><tr><td><strong>Initiation &amp; Planning</strong></td><td>1–5</td></tr><tr><td><strong>Engagement &amp; Design</strong></td><td>6–9</td></tr><tr><td><strong>Execution</strong></td><td>10–12</td></tr><tr><td><strong>Sustainment</strong></td><td>13–14</td></tr></tbody></table></figure>
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