A Practical Framework Approach to Change - The Full Version (PowerPoint PPT Slide Deck)

CHANGE MANAGEMENT PPT DESCRIPTION

Editor Summary A Practical Framework Approach to Change - The Full Version is a 135-slide PowerPoint by The Highway of Change presenting a practitioner-developed change management framework informed by a World HRD Congress Change Leader of Tomorrow awardee with 50 years’ experience across 30+ industries and 20+ countries. Read more The deck details Sponsorship (IBM Making Change Work survey, ABC/123, Sponsorship Checklist), Stakeholder Management (Identify, Define, Engage, Plan), Communication, Business Readiness & Adoption (Procsi’s ADKAR, 6 setup stages), Training, Benefits Management, PDCA continuous improvement, and As-Is/To-Be process design. Sold as a digital download on Flevy.

Use this slide deck when an organization must plan and execute an organizational change program — e.g., ERP rollout, process redesign, or capability uplift — and needs structured artifacts for sponsorship, stakeholder engagement, readiness measurement, training, and benefits tracking.

  Change managers developing a Sponsorship plan and Sponsor engagement checklist to support executive buy-in and role clarity.
  Business Change Managers linking benefits to the business case and planning benefits realisation and post-implementation reviews.
  HR/OD leads conducting Training Needs Analysis, scheduling learners, and defining training delivery and evaluation for staged rollouts.
  Program or project managers performing Stakeholder Analysis and building engagement plans across Identify, Define, Engage, and Plan stages.

The framework’s ordered components and inclusion of PDCA continuous improvement reflect structured change-management practice used in consulting.

If you have already downloaded my Comprehensive Guide to Change Management or my Comprehensive Guide to Change Management and ERP Implementations then most of what is in these slides is already covered in them.

If you are one of the now nearly 1000 people who have downloaded my FREE Practical Framework Approach to Change which gave you a flavour of my own developed approach to "change" then these slides are for you. They have been competitively priced given the potential number of customers.

I have taken the original high-level document and added details of each component of my approach as follows.

Sponsorship – describes the key elements of Sponsorship in the change process including the need for a Sponsor, IBM Making Change Work survey, personal attributes of a Sponsor, the ABC/123 of Sponsorship, different types of Sponsor, Roles of a Sponsor, Sponsorship Checklist.

Stakeholder Analysis & Management – provides the key steps for conducting Stakeholder Analysis and Management to support Change Communication and Engagement activity. The document structure includes What is Stakeholder Management, Benefits of Stakeholder Management, the four Stages of Stakeholder Management (Identify, Define, Engage and Plan) and the key to Stakeholder Management.

Communication – describes the key elements of Communication with the context of change including Communication Guidelines, Creating Awareness, Different Messages, Channels for Building Awareness, a simple 4-stage Communication Framework

Measuring Business Readiness & Adoption – describes the key elements of setting up Business Readiness/Adoption Measurement including What is Adoption/Business Readiness, Procsi's ADKAR, the 6 key Set-up Stages, What can be Measured, Agree Question + Examples, Agree Survey Participant, Agree Scoring Criteria and Target, Agree Survey Tool, Survey Input/Analysis/Actions.

Training & Education – contains the key elements of managing necessary training in the context of a change initiative and include The Importance of Training, Overall Training Considerations, Training Needs Analysis, Logistical Considerations, Training Aligned to Roll-out (inc. example), Numbers to be Trained (inc. Example of Scheduling), Training Delivery Options, Training Documentation (inc. Example of Process), Training Logistics, Training Evaluation (inc. example).

Managing Business Benefits – contain a "snapshot" guide to Managing Business benefits and include using a Structured Approach, What is a Benefit, What is Benefits Management, Why is Benefits Management important, Who is Responsible/Involved, Role of the Business Change Manager, Linking Benefits with the Business Case, About the Business Case, Business Case Development, The Business Case Process, The Benefits Management Process, Identifying and Structuring Benefits, Planning for Benefits, Realisation and Tracking of Benefits, Benefits Evaluation, Post Implementation Review (Why/What/When, Key Principles, How, Activities to Include, The Report.

Continuous Improvement – describes the key elements of the Plan, Do, Check, Act (PDCA) cycle including Plan (Identify/Analyse the problem and what Tools to use), Do (Develop/Implement the Solution and what Tools to use), Check (Evaluate the Results, Achieve Goals and what Tools to use), Act (Implement the Solution and what Tools to use).

This comprehensive framework also includes detailed steps for defining the "As Is" and designing the "To Be" processes, ensuring a thorough understanding and seamless transition. It covers essential aspects like stakeholder engagement, communication strategies, and training delivery options to support effective change management.

TOPIC FAQ

What are the main components to include in a change management framework?

A practical change framework typically includes Sponsorship, Stakeholder Analysis & Management, Communication, Business Readiness & Adoption measurement, Training & Education, Benefits Management, Continuous Improvement (PDCA), and steps for defining As-Is and designing To-Be processes, totaling eight components.

What does "sponsorship" mean in change management and what should sponsors do?

Sponsorship refers to the active executive support required for change, covering the need for a Sponsor, sponsor personal attributes, different sponsor types and roles, and behaviours. Practical sponsor work includes following the ABC/123 of Sponsorship and using a Sponsorship Checklist and IBM Making Change Work findings as guidance, with a Sponsorship Checklist.

How should an organization measure business readiness and adoption?

Measurement starts with defining what adoption/readiness means, using a model like Procsi’s ADKAR, and following 6 setup stages: agree what can be measured, draft survey questions, select participants, set scoring criteria and targets, choose a survey tool, and conduct input/analysis/actions, ending with the 6 key Set-up Stages.

What should I look for when buying a change management slide deck or toolkit?

Evaluate whether it provides sponsorship guidance, stakeholder management steps, a communication framework, readiness/adoption measurement tools, Training Needs Analysis and scheduling, benefits management processes, and continuous improvement (PDCA). A Practical Framework Approach to Change - The Full Version expands a free outline into detailed components and is a 135-slide PowerPoint.

How can I judge cost versus value when purchasing change-management templates?

Assess whether the templates cover sponsorship, stakeholder analysis, communication planning, readiness measurement, training design, benefits management, and continuous improvement. The author notes this full version was competitively priced given potential buyer numbers and follows from a free practical framework with nearly 1000 downloads, indicating market interest and scope, with nearly 1000 downloads.

I need to measure adoption after an ERP implementation — what practical steps should I follow?

Define adoption metrics, use a readiness model such as Procsi’s ADKAR, follow the 6 setup stages (agree questions, participants, scoring, tool), run surveys, analyse inputs, and convert findings into actions. Flevy’s A Practical Framework Approach to Change - The Full Version documents these steps and references Procsi’s ADKAR.

How should I design training for a staged rollout during a change program?

Conduct a Training Needs Analysis, align training to roll-out phases with scheduling examples, determine numbers to be trained and logistics, select delivery options, create training documentation and process examples, and include training evaluation. The deck explicitly includes Training Needs Analysis and scheduling examples.

What is PDCA and how does it apply to continuous improvement in change programs?

PDCA stands for Plan, Do, Check, Act: Plan involves identifying and analysing problems and tools; Do covers developing and implementing solutions and tools; Check evaluates results against goals using appropriate tools; Act implements successful solutions. The framework includes PDCA as the continuous-improvement cycle and references the PDCA cycle.

Source: Best Practices in Change Management PowerPoint Slides: A Practical Framework Approach to Change - The Full Version PowerPoint (PPT) Presentation Slide Deck, The Highway of Change