The Roadmap for your Change Management Seven Stops
on the Route
to Project Success

First Basis for your Roadmap to Success: 7 Questions to outline the Approximate Route

The implementation of a change project poses numerous challenges to companies, as profound changes require both strategic and operational adjustments. A systematic approach is required that covers all phases of the project - from initial planning to final implementation and follow-up. You can think of this as a roadmap that shows you the way through the project.

The aim is to provide employees with a clear structure and valuable recommendations for action based on consecutive “stops” in order to successfully manage change in the company and overcome resistance and promote acceptance and employee commitment.

However, before you start to work out this roadmap for success, you should first clarify a few basic aspects relating to the upcoming change project. This will allow you to plan your approximate route. To help you with this, here is a clear graphic that results in a series of questions.

• Reason for change: what is the reason for the change?
• Current state: how are things being handled today?
• Future state: how will things be run once you have carried out the change process?
• Transition: what does the transition from current to future state look like?
• Technical side: what systems and mechanisms are required to get to the future state?
• Human side: what support and commitment from the team is required to achieve the future state?
• Project success: what is the result when the technical and human side as well as the processes are transformed?

Project Success in Change Management: the Seven Stops 🚏 on your Timetable

The human side in particular should be given a lot of attention in the process. It is not realistic to expect your employees to go along with the change without further ado if it has not been explained to them what is going to happen and why the change is being sought. A precise roadmap for change management in the company can help you to take your employees by the hand so that the changes can be designed systematically and efficiently and project success is ensured. This is what your detailed roadmap with seven stops could look like:

1st Stop: Preparing and Planning the Project

At the first stop, it is important that you define clear goals for the change project and create a vision that illustrates what the future state should look like. Also identify all relevant stakeholders and their needs, interests and influence. Determine the required resources (time, money, employees) and create a budget.

2nd Stop: Communication and Involvement of the Team

Once the rough framework is clear, the next step is to develop a detailed communication plan to inform all stakeholders regularly and transparently about news and changes. It is also advisable to set up feedback channels through which employees can provide feedback and ask questions. It also makes sense to appoint so-called change agents: identify and train employees who actively support, promote and drive the process in this role.

The 5 Roles in Change Management: How to guide
your Employees
through a Change Process

3rd Stop: Implementation and Execution of the Change

Implement the changes in manageable, clearly defined steps. If necessary, you can first carry out pilot projects to test and optimize the effectiveness of the planned measures. In any case, offer the employees affected by the changes further education and training to prepare them well for the new processes and systems.

4th Stop: Monitoring and controlling Progress

This stop is about setting up mechanisms to monitor progress and measure achievement and perform regular reviews and status reports to ensure that the project plan is being adhered to. If necessary, you can adjust the plan to respond to unforeseen challenges or new findings.

5th Stop: Document and ensure the Effectiveness of the Measures

Document all processes, changes and best practices in detail. It is also helpful to establish a knowledge management system to record the accumulated knowledge and expertise so that all employees can benefit from it. Promote an overall culture of continuous improvement to ensure that the changes are long-term.

6th Stop: Feedback and Evaluation of the Measures and Processes

Evaluate the success of the change project based on the goals and KPIs you set at the first stop. Collect continuous feedback from employees and other stakeholders to assess the impact of the change at each stage. Analyze the experience reports and identify what worked well and where adjustments can be made.

7th Stop: Celebration of Success and Long-term Review

Another very important stop on your route: celebrate the achieved milestones and successes to ensure motivation and commitment of the team for future projects. Also ensure that there is follow-up support to resolve any issues that may arise after the main phase of the project has been completed. In terms of long-term and sustainable project success, it is essential to implement a system for long-term review of the change. Because you have not reached the end of the line at this point.

An Individual Roadmap for your Project Success

Whatever the reasons for change in your company, communication and a structured approach are key to the success of your project. A roadmap to success will help you to approach change systematically, minimize resistance and ensure successful implementation of your change project. You can use the seven stops described above as a guide and adapt your roadmap to your individual situation on this basis. Perhaps you can add any intermediate stops that are necessary to reach your destination?

The Human Side of Change Effectively
plan and implement
Change Projects with Prosci