Perform

Last updated 7 months ago

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Perform

The Perform Phase marks the active implementation of change, where engagement with those affected by the transition becomes critical. Once a change reaches this stage, it becomes an integral part of the overall process. The duration of this phase can vary significantly, lasting anywhere from mere seconds to several months or even years, depending on the complexity and nature of the change and the associated rollout plan. For example, upgrading a user's browser can be quick, while a comprehensive organisational shift may require extended timeframes to implement fully.

This phase focuses on guiding individuals through the change journey. Key activities during this stage involve creating and executing plans designed to support stakeholders and the organisation as a whole. The overarching goal of change management is to lead impacted and interested stakeholders from a state of unawareness about the need for change to a position of commitment to the new way of operating. Hence, engaging stakeholders is crucial for achieving successful outcomes.

Activities

Communications Plan It is essential to deliver the right message to the appropriate audiences at the right times. Effective communication helps build awareness, understanding, and support among stakeholders for the change initiative.
Change Readiness Assessment This assessment gauges the extent to which stakeholders' beliefs, attitudes, and intentions align with the change. Understanding their readiness can help determine whether the change is necessary and identify areas requiring additional support.
Change Resistance Analysis Identifying potential resistance from individuals or groups—whether active or passive—is vital. Resistance may manifest as vocal opposition or a general reluctance to engage with the new initiative. Monitoring the implementation closely allows for early detection of resistance, enabling the establishment of strategies to address these concerns effectively.
Training Plan Once stakeholders recognise the need for change and are committed to the process, they will need the relevant knowledge and skills to implement it successfully. A well-structured training plan outlines the educational requirements for each level of impacted staff. Training equips employees with essential job-related skills and knowledge and serves as a platform for addressing any fears related to the change. It allows employees to provide feedback about their experiences, fostering a culture of open communication throughout the transition.

Example Workflow

Last updated 7 months ago

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Activities

Communications Plan It is essential to deliver the right message to the appropriate audiences at the right times. Effective communication helps build awareness, understanding, and support among stakeholders for the change initiative.
Change Readiness Assessment This assessment gauges the extent to which stakeholders' beliefs, attitudes, and intentions align with the change. Understanding their readiness can help determine whether the change is necessary and identify areas requiring additional support.
Change Resistance Analysis Identifying potential resistance from individuals or groups—whether active or passive—is vital. Resistance may manifest as vocal opposition or a general reluctance to engage with the new initiative. Monitoring the implementation closely allows for early detection of resistance, enabling the establishment of strategies to address these concerns effectively.
Training Plan Once stakeholders recognise the need for change and are committed to the process, they will need the relevant knowledge and skills to implement it successfully. A well-structured training plan outlines the educational requirements for each level of impacted staff. Training equips employees with essential job-related skills and knowledge and serves as a platform for addressing any fears related to the change. It allows employees to provide feedback about their experiences, fostering a culture of open communication throughout the transition.