A Comprehensive Guide to Change Management Deliverables

Have you ever wondered how organizations effectively manage change? 

Change is inevitable in any organization, and proper management of change is crucial to ensure that the change is successful and doesn’t cause disruptions to business operations. 

Change management deliverables are critical in managing change and provide a structured approach to ensure that all change aspects are considered and managed effectively. 

In this blog post, we will discuss the importance of change management deliverables and provide an overview of the various deliverables commonly used in change management processes. 

Let’s get started!

What are change management deliverables?

Change management deliverables refer to the documents and materials created during the change management process. These deliverables provide a structured approach to managing change and help ensure that all aspects are properly considered and managed. 

Why are change management deliverables important?

Change management deliverables are important for several reasons. 

First, they provide a structured approach to managing change, which helps ensure that all aspects of the change are properly considered and managed. This helps minimize the risk of errors and oversights that could negatively impact the change process or the organization.

Second, change management deliverables help identify potential risks and mitigation strategies. This enables organizations to proactively address potential issues during the change process, reducing the likelihood of delays, cost overruns, or other negative outcomes.

Third, change management deliverables ensure that all stakeholders are aware of the change and their role in it. This helps build buy-in and support for the change, as stakeholders understand why it is necessary and how it will benefit the organization.

Finally, change management deliverables support effective communication and engagement throughout the change process. By providing clear and consistent messaging, organizations can ensure that stakeholders are informed and engaged throughout the change process, helping to minimize resistance and promote the successful adoption of the change.

Types of change management deliverables

The deliverables may vary depending on the type and scope of the change. Still, they typically include a project charter, change management plan, communication plan, training plan, risk management plan, stakeholder analysis, and impact analysis. 

1. Project Charter 

The project charter is a key change management deliverable that outlines the change initiative’s goals, scope, and approach. It is a high-level document that provides a clear overview of the change, including the reasons for the change, the scope of the change, the expected outcomes, and the stakeholders involved in the change process. It also serves as a reference point throughout the change process, helping to keep the change initiative on track and ensuring that it stays focused on its objectives.

The project charter typically includes the following components:

1. Project overview: This section briefly overviews the change initiative, including the reasons for the change and the expected outcomes.
2. Project scope: This section outlines the scope of the change, including the specific areas of the organization that will be affected.
3. Project objectives: This section outlines the specific objectives of the change initiative, including the desired outcomes and metrics for success.
4. Stakeholder analysis: This section identifies the stakeholders impacted by the change and outlines their roles and responsibilities in the change process.
5. Project timeline: This section provides a high-level timeline for the change initiative, including key milestones and deadlines.
6. Project budget: This section outlines the budget for the change initiative, including any expected costs or cost savings.

2. Change Management Strategy 

The change management strategy provides a framework for managing the change process, including the methods, tools, and techniques used to implement the change. The change management strategy helps to ensure that all stakeholders are aligned and working towards the same goals, and it provides a roadmap for the change management team to follow throughout the change process. It also helps minimize the risk of errors or oversights that could negatively impact the change process or the organization.

The change management strategy typically includes the following components:

1. Change management vision: This section outlines the vision and goals for the change initiative, including the desired outcomes and benefits.
2. Change management scope: This section outlines the scope of the change initiative, including the specific areas of the organization that the change will impact.
3. Change management approach: This section outlines the overall approach to managing change, including the methods, tools, and techniques used to implement the change.
4. Change management roles and responsibilities: This section outlines the roles and responsibilities of the change management team, including the project manager, change sponsors, and other key stakeholders.
5. Change management communication plan: This section outlines the communication plan for the change initiative, including the key messages, communication channels, and target audiences.
6. Change management training plan: This section outlines the training plan for the change initiative, including the training needs of different stakeholders and the methods and tools that will be used to deliver the training.

3. Change Management Plan 

The change management plan is a detailed and comprehensive change management deliverable that outlines the specific steps and actions that will be taken to implement the change. 

It provides a roadmap for the change management team to follow throughout the change process, helping to ensure that the change is implemented successfully and with minimal disruption to the organization.

The change management plan typically includes the following components:

1. Change management goals: This section outlines the goals of the change initiative, including the specific outcomes expected to be achieved.
2. Change management scope: This section outlines the scope of the change initiative, including the specific areas of the organization that the change will impact.
3. Change management approach: This section outlines the overall approach to managing change, including the methods, tools, and techniques used to implement the change.
4. Change management timeline: This section provides a detailed timeline for the change initiative, including key milestones and deadlines.
5. Change management budget: This section outlines the budget for the change initiative, including any expected costs or cost savings.
6. Change management risks and mitigation strategies: This section identifies potential risks associated with the change initiative and outlines strategies for mitigating those risks.
7. Change management communication plan: This section outlines the communication plan for the change initiative, including the key messages, communication channels, and target audiences.
8. Change management training plan: This section outlines the training plan for the change initiative, including the training needs of different stakeholders and the methods and tools that will be used to deliver the training.
9. Change management measurement and evaluation: This section outlines how the change initiative’s success will be measured and evaluated, including the metrics that will be used to assess the impact of the change.

4. Communication Plan

The communication plan helps to ensure that all stakeholders are informed about the change, understand its implications, and are engaged and supportive throughout the change process. Effective communication is critical to the success of any change initiative. By outlining the key messages, communication channels, and target audiences for the change initiative, the communication plan helps to ensure that all stakeholders are involved throughout the change process.

The communication plan typically includes the following components:

1. Communication goals: This section outlines the goals of the communication plan, including the specific outcomes expected to be achieved through effective communication.
2. Target audiences: This section identifies the stakeholders who will be impacted by the change initiative and outlines each group’s specific communication needs and preferences.
3. Key messages: This section outlines the key messages that will be communicated to different stakeholder groups, including the benefits of the change, how it will impact the organization, and what actions stakeholders are expected to take.
4. Communication channels: This section outlines the specific communication channels that will be used to reach different stakeholder groups, including email, newsletters, social media, town hall meetings, and other methods.
5. Timing: This section outlines the timing of communication activities, including the frequency of communication and the specific dates when communication will be sent.
6. Communication team: This section identifies the members of the communication team and their roles and responsibilities in implementing the communication plan.

5. Training Plan

The training plan outlines the specific training needs of different stakeholder groups and the methods and tools that will be used to deliver the training. The training plan helps ensure that all stakeholders have the knowledge and skills to effectively support the change initiative and adapt to new processes, systems, or ways of working.

The training plan typically includes the following components:

1. Training goals: This section outlines the goals of the training plan, including the specific outcomes expected to be achieved through effective training.
2. Training needs analysis: This section identifies the specific training needs of different stakeholder groups, including the knowledge, skills, and competencies required to support the change initiative.
3. Training methods and tools: This section outlines the specific methods and tools that will be used to deliver the training, including classroom training, e-learning, job aids, and other methods.
4. Training delivery schedule: This section outlines the specific dates and times when training will be delivered to different stakeholder groups.
5. Training materials: This section outlines the specific training materials used to deliver the training, including manuals, guides, videos, and other materials.
6. Training team: This section identifies the members of the training team and their roles and responsibilities in delivering the training.

6. Risk Management Plan

The risk management plan is an important change management deliverable that identifies potential risks and outlines the strategies that will be used to mitigate or address them. The risk management plan helps to ensure that potential risks are identified and addressed promptly and effectively, minimizing the impact of these risks on the success of the change initiative.

The risk management plan typically includes the following components:

1. Risk identification: This section outlines the potential risks that may arise during the change initiative, including project management, stakeholder management, technical implementation, and other areas.
2. Risk analysis: This section evaluates each identified risk’s likelihood and potential impact using a risk matrix or other risk assessment tool.
3. Risk response strategies: This section outlines the specific strategies that will be used to mitigate or address each identified risk. These strategies may include avoidance, transfer, acceptance, or mitigation.
4. Risk mitigation plan: This section outlines the specific actions that will be taken to mitigate each identified risk, including timelines, responsible parties, and budget requirements.
5. Risk monitoring and control: This section outlines the specific methods that will be used to monitor and control risks throughout the change initiative, including regular risk assessments, status reports, and escalation procedures.

7. Resistance Management Plan 

The resistance management plan outlines the strategies and tactics that will be used to anticipate, understand, and address resistance to the change initiative. Resistance to change is a common occurrence in most change initiatives and can significantly impact the initiative’s success. Therefore, the resistance management plan helps ensure that resistance is addressed promptly and effectively, increasing the likelihood of success.

The resistance management plan typically includes the following components:

1. Resistance analysis: This section identifies the potential sources and types of resistance that may arise during the change initiative, including resistance from individuals, teams, and the broader organizational culture.
2. Resistance management strategies: This section outlines the specific strategies and tactics that will be used to address resistance, including communication and engagement strategies, training and development strategies, and organizational culture strategies.
3. Resistance management roles and responsibilities: This section identifies the specific roles and responsibilities of individuals and teams involved in resistance management, including change agents, sponsors, and other stakeholders.
4. Resistance monitoring and reporting: This section outlines the specific methods that will be used to monitor and report on resistance to the change initiative, including regular status reports and escalation procedures.

8. Stakeholder Analysis

Stakeholder analysis identifies key stakeholders and their interests, influence, and support levels for the change initiative. The stakeholder analysis helps to ensure that stakeholders are engaged and involved in the change initiative and that their needs and concerns are addressed promptly and effectively.

The stakeholder analysis typically includes the following components:

1. Stakeholder identification: This section identifies all stakeholders likely to be impacted by the change initiative, including internal stakeholders such as employees and managers, as well as external stakeholders such as customers and suppliers.
2. Stakeholder analysis: This section analyzes each stakeholder’s level of interest, influence, and support using a stakeholder analysis matrix or other stakeholder assessment tool.
3. Stakeholder engagement plan: This section outlines the specific strategies and tactics that will be used to engage and involves stakeholders in the change initiative, including communication and engagement strategies, feedback mechanisms, and other stakeholder engagement activities.
4. Stakeholder management plan: This section outlines the specific actions that will be taken to address the needs and concerns of stakeholders throughout the change initiative, including timelines, responsible parties, and budget requirements.

9. Impact Analysis 

Impact analysis helps identify and assess a change initiative’s potential impacts on the organization, its processes, and its stakeholders. The impact analysis helps ensure that the change initiative is planned and executed to minimize negative impacts and maximize positive outcomes.

The impact analysis typically includes the following components:

1. Impact identification: This section identifies the potential impacts of the change initiative on the organization, its processes, and its stakeholders. This includes direct and indirect impacts, as well as short-term and long-term impacts.
2. Impact assessment: This section assesses each impact’s potential magnitude and likelihood using various assessment tools and techniques. This helps prioritize the impacts and determine the appropriate attention and resources required to manage each impact.
3. Mitigation strategies: This section outlines the specific strategies and tactics to minimize the change initiative’s negative impacts and maximize the positive outcomes. This includes risk management strategies, communication and engagement strategies, and other mitigation activities.
4. Monitoring and reporting: This section outlines the specific methods that will be used to monitor and report on the impacts of the change initiative, including regular status reports and escalation procedures.

Best Practices for Creating Change Management Deliverables

Effective change management deliverables require careful planning, stakeholder engagement, and attention to detail. Here are some best practices to follow when creating change management deliverables:

1. Define the scope and objectives of the change initiative: Before creating any change management deliverables, it’s important to define the scope and objectives of the change initiative clearly. This will ensure that the deliverables are aligned with the initiative’s overall goals and address the most important aspects of the change.
2. Engage stakeholders throughout the process: Change management is a collaborative process requiring all stakeholders’ engagement and involvement. It’s important to engage stakeholders throughout creating change management deliverables to ensure their needs and concerns are addressed, and they feel ownership over the change initiative.
3. Use a structured approach: Use a structured approach to create change management deliverables, such as the ADKAR model or the Prosci 3-Phase Process. This will ensure that all of the change initiative’s important components are addressed systematically and comprehensively.
4. Use templates and tools: Use templates and tools to create change management deliverables, such as stakeholder analysis matrices, impact assessment templates, and communication planning tools. This will help ensure that the deliverables are consistent and that all necessary information is included.
5. Test and validate the deliverables: Before finalizing the change management deliverables, test them with stakeholders to ensure they are accurate, complete, and effective. This will help to identify any gaps or areas for improvement and ensure that the deliverables are aligned with the needs of the organization and its stakeholders.

Final Words 

Change management deliverables are critical to the success of change initiatives within organizations. Organizations can better plan, implement, and manage change by creating effective deliverables while minimizing the risk of resistance and disruption. To create effective change management deliverables, it’s important to follow best practices, including defining the scope and objectives, engaging stakeholders, using a structured approach, using templates and tools, and testing and validating the deliverables.