Keeping Change on Track

Sample Solution

 

• What is the purpose of the change? What are we trying to achieve by making this change? What are the specific goals that we are setting out to achieve?
• What is the current state of the organization? What are the strengths and weaknesses of the organization as it currently exists? What are the opportunities and threats that the organization faces?

Full Answer Section

 

• What is the desired future state of the organization? What does the organization look like after the change has been implemented? What are the specific changes that need to be made to achieve the desired future state?
• What are the potential risks and challenges of the change? What are the things that could go wrong if the change is not implemented effectively? How can we mitigate these risks?
• What is the timeline for the change? When do we need to implement the change by? How will we track progress and make sure that the change is on track?
• What resources are needed to implement the change? What human resources, financial resources, and other resources will be needed to implement the change?
• How will the change be communicated to the organization? How will we communicate the change to employees, customers, and other stakeholders? How will we ensure that everyone understands the change and what it means for them?
• How will the change be evaluated? How will we measure the success of the change? How will we know if the change has achieved its goals?

These are just a few of the questions that I would have asked to influence the process of change in my organization. By asking these questions, I would have been able to gain a better understanding of the change, the potential risks and challenges, and the resources needed to implement the change. I would also have been able to ensure that the change was communicated effectively and that the change was evaluated to ensure that it was successful. In addition to these questions, I would also have asked about the following:

• The level of support for the change among employees and other stakeholders. Is there a clear understanding of the need for change? Are people willing to embrace the change?
• The availability of resources to support the change. Do we have the people, time, and money needed to implement the change?
• The potential for disruption to the organization. How will the change impact the day-to-day operations of the organization? How will we manage any disruption?

By asking these questions, I would have been able to get a better sense of the challenges and opportunities associated with the change. This would have helped me to develop a more informed and effective approach to influencing the process of change.