During a change programme it can be practically difficult to engage with users who are geographically dispersed.

Try and communicate with everyone impacted (using posters and news updates), as well visiting as many as possible using to face to face or digital media methods (such as field-based roadshows, videos and team meetings).

Consider including some of the following in your overall change activity:

‍Scope, Vision and Strategy

• ‍‍‍‍Develop a clear vision and ‘case for change’, you can use this to gain buy-in to the change to be adopted
• Ensure alignment with business and strategy goals

‍Plan and Build

• ‍Clearly articulate resources and budget for change
• Develop and communicate engagement, change and communications strategies alongside any supporting implementation plans
• Design any operating model or future business structures including the accountabilities, processes and ways of working required; plan for transition

‍Implement

• ‍Include process and behavioural elements in your training needs analysis and training design
• Ensure desired change is role modelled (by senior staff and other influencers)
• Develop a method to track benefitsincluding ownership at a local level
• Plan for structured stakeholder managementand clear communication

‍Realise

• ‍Ensure you have managed any resistance to change; planning right through to ongoing results
• Bring the change to life (using local change champions or equivalent)
• Ensure user acceptance testing and any pilot and transition activity is well planned and delivered

‍Transition to Business as Usual

• ‍Keep gathering feedback from users and follow a managed process to resolve any defects or issues
• Conduct a post implementation review - of both the project or programme itself and also of the benefits case
• Celebrate successes and reinforce the change

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