How to build a Change Management Team to avoid a Digital Transformation Bellyflop
This month we are running a series of blogs talking about change management, with a free webinar on the 22nd November explaining the key ingredients of successful change management. Watch the webinar back here>>
We are launching of our Change Management Online Training Course starting in December which covers 8 steps to developing a change management plan – find out more and register to participate here>>
Join our free Digital Transformation Group to collaborate with other like-minded people on how to embrace change and manage digital transformation in your organisation>>
Below we have provided a snippet of information related to ‘Step 4 – Building a Team’ which covers the key roles and responsibilities of a change management team.
There are some considerations when building a team:
- This team has the responsibility for enabling and championing digital transformation throughout the organisation. They must have adequate time, be committed, excited, experienced or trained to fulfil their important roles.
- Depending on the size of your organisation and their skills, people may wear multiple hats in this team structure rather than have individuals for each role.
- Some of the internal roles are not specifically recruited for this project, so it’s likely that these individuals will have normal day jobs within the organisation but they will take on extra responsibilities. Consider how these individuals may be rewarded or compensated.
- Depending on your organisational culture, the leader or managers may nominate, or people might self-nominate for the different roles.
- Some of the roles like coaches, counsellors and specialists may be optional depending on the nature, scale and type of project.
- We would suggest reading through the rest of the guide and also considering the Belbin Team Types Model (1981) to create a balanced composition in regards to personality, skills and experience.
|Business Ambassador||Executive Sponsorship
Communicating the vision
Allocating necessary resources
Defining a clear escalation process
Empowering the team to make decisions
|Business Champions||Providing business input from their area
Aligning and streamlining processes
Managing feedback loop with stakeholders
Managing roll out of solution to end-users
|Business Analyst||Assessing suitability of proposed new solution
Ensuring there is cost-benefit analysis
Testing and approving final solution is fit for purpose
|Technical Experts||Identify and prioritising the client’s requirements
Creating a solution to meet the needs of the business
Providing technical input and designing a solution
|Change Management Consultant||Coaches and guides the leaders of change
Creates a structure for the change management process
|Project Management||Creates the project plan
Manages the implementation on time and budget
Coordinating the efforts of team members
|Communications||Creates a communications plan for different stakeholders
Delivers the communication strategy
|Specialists||Provides specialist expertise or knowledge as required depending on the solution in question.|
|Trainers||Providing training to Champions
Provide training to end-users as required
|Coaches||Provide coaching to employees to enable them to explore and identify what the change means to them.
Providing coaching to leaders and champions to manage change.
|Facilitator||Facilitating workshops/discussions amongst teams and stakeholders to manage conflicts, aid decision-making and discuss solutions.|
|Counsellors||Provides counselling to individuals particularly in situations where the change will affect them adversely.|
If you are interested in Change Management:
Join our free webinar on the 22nd November explaining the importance and key ingredients of change management. Find out more and register here>>
Participate in our Change Management Online Training Course starting in December which covers our 8 Steps to Developing a Change Management Plan – find out more and register to participate here>>