Enterprise Integration Toolkit

In conjunction with developing the business case, establish a consensus about the problem and challenge facing the organization. Use this to create a demand for change and a need for the overall initiative at the leadership level of the organization.

Based upon the defined problem, challenge, and business case, identify process areas, systems, organization(s), and people that will be impacted.

Identify key personnel in leadership positions that are responsible for process areas, systems, organization, and people that will be impacted. Also identify key stakeholders (internal and external to the organization) that will be affected by the anticipated changes.

The key individual from the organization that will serve as the sponsor throughout the organization's transformation and the life of the program/project must be identified early. This person will serve a key position (Chair) on the Senior Steering Committee.

Select Steering Committee members from across the organization leadership positions and from key stakeholders (internal and external to the organization).

Secure key individuals to participate in change management activities. Compliment internal resources with change management consultants (to guide internal resources) if the organization does not have comparable experience in organizational and process change. Assure change management team plans appropriate tasks for each phase of the project.

Based upon the extent of change and leadership's ability to lead their respective area through the necessary change, identify training/education, interventions, and additional support needed to effectively deal with and manage change.

Assure that an initial assessment of the organization's willingness, ability, and resistance to change is performed.

Involve leadership in Analysis of Alternatives (AoA) and formulation of Charter.

Involve leader (or their designated representatives) in evaluations of the solution and System Integrator proposals.

As a result of performing the initial organization readiness assessment, identify those individuals and areas that need to be addressed immediately and execute the plan that was established during initiation.

Establish a strategy to deal with change based upon the envisioned solution and the organization's readiness to change.

Secure key individuals to participate in change management activities. Compliment internal resources with change management consultants (to guide internal resources) if the organization does not have comparable experience in organizational and process change. Assure change management team supports leadership and plans appropriate approach and tasks for each phase of the project. Also plan for addressing changes to the project team (as well as change management leadership and team members).

Determine how change of the organization will be measured to allow for effective/timely interventions and focusing of change activities and include in the change management strategy.

The plan needs to address what needs to change and why. It is effective for leadership to drive the development of a "case for change" at the enterprise and site levels so that everyone understands why the transformation is critical to the future of the organization. In addition, the plan should include how change will come about and who is responsible for implementing change from a leadership perspective.

Implement the plan and monitor its effectiveness through routine reporting and assessment of results.

Drive the responsibility for change throughout all levels of the organization to assure that everyone knows how they will be affected. Leaders will be responsible for assuring this occurs within their area of responsibility. Leaders should assure all levels of the organization are involved as appropriate throughout the implementation.

Measure effectiveness of leadership participation and support for required changes in all areas of change management. Report result for all leaders via routine status meetings. Identify areas of concern and appropriate interventions.

Assure that leadership continues throughout the production and support phase.

Drive toward continuous improvement and organizational transformation by maintaining leadership support and involvement.