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B. Define Impact

Introduction

Define Impact helps bring the change into focus at the individual level and provide clarity on what adoption and usage looks like so you can drive improved results and outcomes. By defining impacts, you can understand the beliefs and feelings that people have about the change, enabling you to identify areas of support and resistance. Engaging directly with the impacted people and groups can be very helpful in gaining deeper insight into impact and can also be a powerful way to encourage people to participate fully in the change process.


Define Impacted Groups

We define impacted groups by identifying and creating an inventory of people/groups impacted by the change. Below are the two main impacted groups of the legal merger:

Impacted GroupNumber in GroupDefinition of Adoption & UsageUnique ConsiderationsAnticipated ResistanceTactics to Address ResistanceY/T StatusAspects ImpactedDegree of ImpactAwarenessDesireKnowledgeAbilityReinforcementBarrier Point

People Leaders and ET

150
  • Mindset and attitudes will need to change. People Leaders will need to make sure they are constant in communicating the change from an organizational perspective.


  • Will job roles change? Systems? Processes? Organizational structures?
  • I'm not sure how well the project teams know what all is going to be changing. 


  • Recommendation is to take a look and create "requirements"


  • If project team doesn't know what  is all changing, how will people leaders/ET know?
  • I anticipate people leaders not having the desire, time, or ability to speak with their staff about this change, specifically around the personal impacts of this change.
  • Have the sponsor create a "Talking Points" guide for supervisors and managers to talk with their staff during team meetings.


  • Also, have the sponsor set up a series of meetings for people leaders on:
    -What to say to staff
    -Why say it
    -When to say it
NoTBDTBD43222Desire

Individual Contributors

650
  • Definition of adoption is to mitigate resistance. Want to keep as many individuals employed at the district as possible. Mitigate attrition.
  • Will most likely have many questions


  • What is the benefit for the employees?
  • Group is going to have a lot of questions. If we do not constantly feed them information, meaning from the sponsor and from their direct supervisors, they will start to make up stories.
  • Sponsor to hold quarterly town halls that invites all employees to keep them up to speed on what's happening. Give time to present new information, and also for Q and A sessions. Give employees a voice, and let them ask their concerns.


  • Could also create videos every quarter that address any new changes. At end of the video, put in a SMonkey link that let's staff ask questions. Then, respond to those questions via another video, or via email, or town hall?
NoTBDTBD32222Awareness


Assess Change Impact

We assess change impact by using the 10 Aspects of Change Impact to identify the type and degree of change impact for each group. Below are the Change Impact Assessments for the two impacted groups above - People Leaders and ET; Individual Contributors


People Leaders  AND Individual Contributors Change Impact

The below table describes the 10 different aspects that this change may impact, what yesterday looks like for each aspect, and how the change, in our case, the merger, will affect the aspect. Also, we rate the degree of impact on each aspect Impacted

Aspect Impacted

Yesterday (before the change)

Tomorrow (after the change)

Degree of Impact (0-5)

Process:

The actions or steps taken to achieve a defined end or outcome.

Example: steps in the client engagement process and actions taken to capture data in a cloud-based CRM system.

  • No change to my knowledge
  • No change to my knowledge
0

Systems:

A combination of people and automated applications organized to meet a set of objectives.

Example: the introduction of a new cloud-based CRM solution to manage and analyze client interactions and data throughout the customer lifecycle.

Current tools and programs we use:

  • Timesheet
  • Maximo
  • What else?
  • New potential tools and programs like the new ERP system?

Will leaders need to learn new tools due to the merger?

2

Tools:

An item or implement used for a specific purpose; can be a physical object such as a mechanical tool or a technical object such as a web authoring tool or software program.

Example: a conversion tool to move data from one CRM solution to another one mapping data as needed.

  • Not sure about this?
  • Not sure about this?
2

Job Roles:

A description of what a person does including competencies essential to performing well in that job capacity.

Example: the client services role responsible for engaging directly with clients.

  • No change to my knowledge
  • No change to my knowledge
0

Critical Behaviors:

Vital or essential response of an individual or group to an action, environment, person or stimulus.

Example: the actions of a client services associate based on client needs expressed including engagement with other team members to collaborate on solutions. 

  • People leaders, and even the ET are siloed to a certain extent. RS and SASD alone is quite siloed in the work they do. There is not a lot of crossover, at least to my knowledge.
  • We will all become district staff. We no longer will be County staff, and there most likely will be a mindset change that needs to come with this thought.

There will be a need to break down silos, get to know each other more, especially between RS and SASD. More collaboration will be needed?

3

Mindset/Attitude/Beliefs:

A mental inclination, disposition or frame of mind reflected in behaviors.

Example: the transition from a transactional mode of financial services engagement to one built on relationships with the mindset of improving client retention and advocacy.

  • People Leaders currently county staff staff
  • RS and SASD leaders typically stick to their respective departments
  • People Leaders will become district staff
4

Reporting Structure:

The authority relationships in a company or organization; who reports to whom.

Example: the move from regional sales teams to a global client services team with a different executive leader.

  • People Leaders currently county staff
  • Does the org. structure in the organization change?


3

Performance Reviews:

The process and indicators of how performance is measured and assessed relative to objectives.

Example: the introduction of specific client retention and advocacy objectives for client services associates.

  • No change
  • No change
0

Compensation:

The amount of the monetary and non-monetary pay provided in return for work performed.

Example: the commission structure and bonus plan for client services associates.

  • No change
  • No change
0

Location:

A physical geographical place that provides facilities for a stated purpose.

Example: the consolidation of all client services associates to one floor of the building instead of three separate locations by region.

  • No change
  • No change
0


Risk Assessment

The risk assessment is a tool that measures 

Risk Assessment Tool

This is a tool used to check the risk assessment of any project. Below is a template one can download and use (click on image to download):


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