Course Content
Develop a change management strategy
This topic revolves around developing a change management strategy within an organization. It begins with the identification of significant operational change needs, considering organisational goals, performance gaps, and factors like business opportunities or threats, along with management decisions. The subsequent step involves evaluating the risks and opportunities associated with these change requirements. Lastly, it emphasises the importance of consulting with stakeholders, specialists, and experts to validate the change management opportunities and processes, ensuring alignment with the organisation's goals and objectives.
Implement a change management strategy
In the context of change management strategy implementation, this topic focuses on three key actions. First, it involves the allocation of necessary resources to the project and establishing clear reporting protocols with relevant stakeholders. Second, it emphasizes the development of a communication or education plan, which is created in collaboration with the appropriate personnel to ensure effective information dissemination. Finally, it encompasses the organisation and oversight of activities required for the successful execution of the communication or education plans, ensuring that the intended messages and changes are effectively delivered and understood by the target audience
Evaluate a change management strategy
This topic pertains to the evaluation phase. It begins with an assessment of how well the communication or education plan has performed in achieving its objectives. It then involves the identification and addressing of any obstacles or barriers that may have emerged during the change process, aligning with risk management plans and organizational goals. Lastly, it underscores the importance of making necessary modifications to the communication or education plan to ensure that it remains in sync with the evolving objectives of the change program, ultimately enhancing its effectiveness.
BSBLDR601 Lead and manage organisational change
About Lesson

A well-defined change management plan is the roadmap for guiding your organisation through a successful transition. Here’s a breakdown of four key components.


1.Description of Required Changes: This section clearly outlines the specific changes being implemented. It should address:

    • Scope: Define the boundaries of the change, pinpointing which departments, functions, or processes will be impacted.
    • Objectives: Articulate the desired outcomes of the change initiative. What are you hoping to achieve?
    • New Processes/Procedures: Detail the new ways of working that will be implemented.
    • Technology Changes: If new technology is involved, clearly describe its purpose and how it will be integrated.


2. Cost-Benefit Analysis: This section focuses on the financial implications of the change. It should include:

    • Estimated Costs: Identify all the costs associated with implementing the change, including personnel costs, technology investments, training materials, and potential downtime.
    • Expected Benefits: Quantify the anticipated benefits of the change, such as increased efficiency, cost savings, improved customer satisfaction, or higher productivity. Show a positive return on investment (ROI) whenever possible.


3. Risk Assessment: This section proactively identifies potential risks associated with the change. It should involve:

    • Risk Identification: Brainstorm and list all potential risks that could arise during implementation, such as employee resistance, technical glitches, or delays.
    • Risk Evaluation: Analyze each risk, assessing its likelihood of occurring and the potential impact on the project. Rank them by severity.
    • Risk Mitigation Strategies: Develop clear plans to mitigate identified risks. This may involve communication strategies, training programs, or contingency plans.


4. Implementation Time Frames: This section outlines the timeline for implementing the change. It should include:

    • Key Milestones: Define major milestones throughout the change process, such as training completion dates, system launch dates, and go-live dates for new procedures.
    • Task Dependencies: Identify any dependencies between tasks, ensuring that activities are sequenced logically.
    • Resource Allocation: Allocate resources (personnel, technology, budget) to different phases of the implementation plan.


By including these four crucial components in your change management plan, you can create a clear roadmap for navigating the transition, mitigating risks, achieving desired outcomes, and ultimately fostering a successful change within your organisation.