Framework 134 Change Practice Framework

 (source: CMI, 2022a)

"...at the centre of all change is people......change managers are continuously adapting and planning their activities throughout the change life-cycle and there is a focus on different practical dimensions and associated outputs. These practice dimensions are represented as define, analyse, co-design, and aligne & refine..."
CMI, 2022a

Components and dimensions in the above diagram

i) define

    - vision for change

    - benefits mapping

    - change approach and roadmap

    - changing outcomes

     - target timeframe

ii) analyse

    - change impacts

    - success indicators

    - stakeholder identification

    - change maturity

    - change capability

    - degree and scale of change

iii) engage and co-design

    - communications and engagement strategy

    - co-designed solution

    - organisational redesign

    - new ways of working  

    - implementation planning

    - risk mitigation

iv) align and refine

    - leadership coaching

    - tracking success criteria

    - real-time problem-solving

    - testing and refining

    - organisational realignment

(source: CMI, 2022a)

NB As change is not linear, the execution, activities, outputs, etc need to be continuously revisited; underpinning all are 3 applied knowledge areas: change management context, organisational context and human dynamics