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Effective Change Management

December 11, 2019

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Effective Change Management Done Right

To stay relevant in today’s banking landscape, banks are challenged with implementing change that fosters evolution and growth. But handling that change ineffectively can be costly – incurring exorbitant costs to your bottom line.

How do you know when your change management isn’t working? In our latest infographic we have collected the signs of ineffective change management so that you can identify them and understand their impact. Steer clear of those signs, and follow our 10-point checklist to ensure effective change management. See how in our infographic.

Here’s a Glimpse What You’ll Find:

Sampling of ineffective change management signs:

  • No clear line of sight on deliverables and success metrics
  • Meetings lack clarity of ownership and purpose
  • Requirements and design adjusted constantly
  • More people “manage” the change than actually “do” the change
  • Priorities change regularly

Avoid these (and more) impacts from ineffective change management

  • Delays/ cancellations
  • Product/ service offerings being well behind competitors
  • Negative customer impacts
  • Damage to reputation

3 of our top 10 checklist to effective change management:

  • Develop and communicate clear priorities for your project
  • Define roles, responsibilities and clear accountability
  • Clearly define deliverables, dependencies and timescales

 

Click below for the full infographic

Resources:

Managing Change – Managing change within a financial services environment requires diligent planning and strong leadership skills. This white paper will show you how to assess the root cause of ineffective change and to get the basics of managing change right.

Operational Change Strategies – If your success is heavily reliant on effective operational change over the coming months and years, this tried and true paper provides a useful consolidation of timeless tips and advice to enhance your chances of a successful outcome.

Effective Change Control – The first step in developing a change control program is understanding the pillars of change (consistency, awareness, and accountability), determining organizational barriers, and creating a clear vision statement to align company thinking. See how to implement our advice in this enduring white paper.