Organizational Change Management Framework
SEI has created a framework to guide organizational change management through all the phases of a project. The framework activities build over time to leverage the change process people are going through. The activities are grouped in the following five phases:
Initiate |
Define project, align leaders, and motivate teams |
Analyze |
Assess what will influence stakeholders; identify root causes, gaps, risks, and impacts |
Design/Develop |
Design future state processes, roles, tools, & metrics; develop or integrate with training |
Accept/Deploy |
Test and gain acceptance for processes, roles, tools, & metrics; participate in training; implement processes, roles, tools, & metrics |
Close Out |
Confirm changes were effective; debrief lessons learned; hand off and close project. |
Each phase is further defined in terms of deliverables and outcomes. The following table provides examples taken from this comprehensive framework:
| Activities | Deliverables | Outcomes |
| Initiate Phase | ||
| Facilitate leaders’ commitment and alignment; Describe Future State Characteristics | Future State Vision; Business Case For Change; Leadership Alignment Approach | Leaders are aligned on Vision and Case for Change; issues are surfaced |
| Analyze Phase | ||
| Analyze current state organization design, processes, root causes, and gaps | Organization Design Gap Analysis; Current State Process Maps; Root Cause Analysis | Decisions made re: needed changes; process opportunities identified |
| Design/Develop Phase | ||
| Design Future State processes, roles, metrics, and tools (plus organization design if relevant) | Design document covering processes, roles, metrics, and tools (plus organization design if relevant) | Critical mass of design integrating business, people, process, and technology perspectives is completed |
| Accept/Deploy Phase | ||
| Test, refine, accept processes, etc.; Facilitate decision-making; align metrics with performance management | Acceptance Test document covering processes, etc.; revisions to performance management | Leaders make best decisions; metrics balanced and aligned; realistic deployment plan signed-off |
| Close Out Phase | ||
| Continue issue resolution; Debrief lessons learned | Deployment results report | Leaders take ownership and drive changes; Lessons learned are communicated |