Managing a change initiative can feel overwhelming. Use these three effective change management tools for moving forward: Stakeholder Mapping, Culture Mapping and Forcefield Analysis.
1. Stakeholder Mapping
This tool identifies the key blockers and facilitators of a change project.
To use this change tool:
1. Identify all those who have power over the change, interest in the change, or both
2. Add these people to the appropriate place on the quadrant below
3. Determine how you are going to work with the key players so they can contribute to the success of the change project.
This change management tool helps you manage the political dimension of the change. Too often, change agents involve key players too little or too late in the change process.
Middle managers often play a key role in change management. They tend to be the real implementers of change and help to fine tune the process.
They are a crucial bridge between top management and lower levels in a business. They can provide senior management with useful advice as the change progresses.
You also need to consider the possible role of others who are not key players. For example, would it be useful for interested parties to communicate with those who have a lot of power but no interest?
2. Culture Mapping
The culture of a business is "the way we do things here". Each business has its own set of paradigms - assumptions, concepts, values and practices. They constitute a way of viewing reality for the people that share them.
Some typical paradigms would be:
1. Respect for Authority - are the decisions made by your senior team unquestioned, or is there a healthy debate and recognition of viewpoints, whatever the status of the employee?
2. Reward Systems - are they based on seniority? good performance? or lobbying?
3. Control Systems - is your business highly regulated with a lot of paperwork, or is there freedom to make decisions?