Best Practices: People and Culture - Approach to Managing Change
CoPs will only reap benefits if staff accept and embrace the necessary cultural changes. One of the key roadblocks to changing behavior is resistance on the part of the people who must do things differently.
The objective of this structured approach to Managing Change is to help CoPs understand, accept and implement the changes. This approach has been designed to ensure that USAID gets commitment from everyone involved through some simple, everyday activities. These include planning, communicating, training and explaining how change is incorporated into new business processes and job roles.
The process of Managing Change effectively contains several components. These components include:
Planning for Change: An overall framework starting from a vision and strategy for change through actions and tools which support the rollout and assist in evaluating success
Stakeholder Management: Identification of key stakeholder groups and working with them to achieve support and commitment for the change
Change Communications: Creating a communication strategy to prepare people in advance and to help them through the change process
Role Requirements: Defining and explaining the new roles and responsibilities, skills and competencies required to support the new CoP process
Training: Developing a training strategy and plans to enable staff to learn the new skills for working with CoP
