This is one of the more complex parts of
change management, and one of the tasks which will be very specific to the host
organisation. Yet it can be a key activity in ensuring that the right approach
is being taken for the specific situation.
Some change management specialists prefer
not to use the term 'change management'. We tend to agree, but the
term has become relatively accepted in project management and HR
terminology. Some consultants refer to the process by using the term 'As
is - To be'. This simply refers to the fact that the objective
is to take people from the situation as it currently is, to how we want it to
Impact Analysis (in terms of change
management) is the process of mapping out the situation as it is before any of
the proposed changes take place (Scanning) and then determining the impact on
the environment of the proposed change.
Specialists select from a plethora of tools and
methodologies, and tend to draw from their own experience as to what works best
in a given context.
The scope of the exercise varies depending on the nature of the business, and the nature of change being
proposed. However the underlying objective is to map the environment which is to
be affected by the change, to more precisely plan the tasks to be achieved by
the change management project. The potential range of activities is so large,
and so dependent on the situation, that we would not even attempt to describe it
At the high level, the type of activities
are easy to understand. We want to find out such things as:-
Current job descriptions, and how the 'real
world' situation varies from those documented
Formal and informal information flows
Work processes (which may be documented
elsewhere in the project)
Prevailing cultures in the target area
Formal / informal relationships within the
area, and between the 'target' area and others
Demographics of the impacted areas
History of the work areas
Current budget and funding situation
We gather information so that we can start to understand issues such as:
How significant is the change?
Is the area in question considered to be an
effectively functioning unit?
Does the area have a history of change, or is
this something very new?
Who is likely to accept change, who will fight
it, and who will be overwhelmed by it?
Who are the opinion leaders?
What type and level of assistance / training /
counseling will they need leading up to, during, and after the project
What impact will this have on ongoing
In summary, how big is the impact of the proposed
change, and how well prepared are the people in the area, to cope with it?
On a recent assignment, there were separate sub-projects, each affecting a
number of work areas. Each area had a detailed impact analysis report prepared,
requiring many hours of investigation and leading to many more hours of
activity. The reports were up to 60 pages per area, and we are pleased to report
that the results were very rewarding!
The change team can use this information to
design the change management plan, and ensure it is tailored to the specific
needs of the people in question.