In this episode, we dive into Impact Assessment and Communication Strategy in change management. Impact Assessment helps clarify what processes will change and how daily responsibilities will evolve, involving workshops with departments and process owners. The outcome is an Impact Assessment Report that outlines key changes, affected personas, and training priorities. Following this, the Communication Strategy ensures the right message reaches the right audience. It focuses on crafting precise messages, selecting appropriate channels, and validating content for clarity and accuracy. Together, these steps ensure that change is understood and communicated effectively, laying a strong foundation for successful adoption across the organization.

In this episode, we discuss the critical role of training strategy and data-driven reporting in change management. A well-defined training strategy ensures that employees develop the skills needed for the new environment, with clear ownership between L&D and software suppliers for process and technical training. The strategy is tailored based on impact assessments, user groups, and timelines, ensuring clarity and accountability. Data-driven reporting then validates adoption, measuring both user perceptions and objective data such as attendance and system engagement. This feedback loop highlights areas needing improvement and tracks adoption progress across business units. Together, training and reporting ensure that change is not only introduced but fully embraced and embedded into daily operations.

In this episode, we discuss the crucial role of reporting in change management, turning adoption into measurable outcomes. Change doesn’t end with training; it’s about tracking and validating system adoption. Reporting includes two key streams: Training Surveys, which measure the effectiveness of training through feedback on understanding, attendance, and pain points, and the Solution Adoption Report, which tracks user engagement through behavioral data, such as usage hours and transaction volumes. These reports provide insights into adoption trends, highlight low-engagement areas, and flag potential risks. Together, they ensure that training translates into real system usage, offering leadership clear visibility and helping to continuously optimize the adoption process.

In this episode, we explore strategic communication in change management, focusing on how to drive awareness to adoption. Communication goes beyond just announcing changes; it’s about reinforcing awareness and sustaining momentum. There are two key types: general communication, which updates the entire organization on objectives, milestones, and progress through mass emails, town halls, and videos, and targeted communication, which focuses on specific changes impacting certain user groups. Managed by Change Agents, this communication is more precise and becomes crucial in later stages like testing and pre-go-live. Together, these layers ensure the right message reaches the right people at the right time, driving successful adoption and reducing uncertainty.

In this episode, we discuss the ADKAR Temperature Checks, a tool designed to measure emotional and behavioral progress throughout the change journey. Rather than waiting until go-live, this tool surveys selected user groups at key milestones like setup, simulations, training, and post-go-live. The focus shifts at each phase: Awareness and Desire in early stages, Knowledge and Ability during testing, and Reinforcement after go-live. The feedback from these surveys highlights readiness gaps, enabling proactive intervention. Whether it’s strengthening communication, providing more training, or increasing leadership involvement, Temperature Checks turn change management into a dynamic feedback loop, ensuring continuous improvement and successful adoption.

In this episode, we discuss a structured approach to stakeholder engagement, focusing on four key groups. Q1 involves highly influential stakeholders significantly impacted by the change. They must be deeply engaged early and through regular interaction. Q2 includes those affected by the change but less influential, requiring proactive communication and reassurance. Q3 consists of stakeholders with minimal influence or impact, needing only broad communication to stay informed. Q4 represents influential stakeholders with minimal direct impact, whose concerns must be anticipated to prevent future resistance. A matrix maps these groups, using influence and interest axes, ensuring engagement efforts are targeted and intentional.

In this episode, we explore how training transforms change into capability. After creating awareness, the next critical step is preparing people to confidently operate in the new environment. There are two types of training: functional, which focuses on teaching users how to use the system, and process, which highlights changes in workflows and roles. Functional training is often provided by the software supplier, while process training is handled by Learning & Development. The structured training approach ensures that users not only understand the system but are also equipped to perform in the new environment. Training bridges the gap between awareness and ability, making change operational, not just theoretical.

In this episode, we discuss the critical role of impact assessment in change management. This is the moment where strategy turns into reality, as we evaluate how a new system or process will affect users and business units. The goal is to identify specific changes and translate that into targeted communication and training actions. The assessment focuses on three key dimensions: the type of change, the training needed, and the level of impact—classified as high, medium, or low. High-impact areas require structured training and frequent communication, while low-impact areas receive lighter touchpoints. Impact assessment ensures that the right people get the right preparation at the right time, turning change into a manageable and measurable process. Without it, change becomes noise—with it, change becomes structured and effective.