Who raised or suggested the change?
Keep track who suggested and called for the change as they may have some insights or evidence .
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Seven r’s of change management are seven simple questions you can use to help assess change-related risk and even help gauge how effective your change management process will be.
Alleviate tensions with change management tools to reduce problems that might arise during a change in a process, change of staff or even software upgrade or change.
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The Seven R’s of Change Management is a checklist to identify important points that need to be addressed when considering a change to how the business runs.
Answering the Seven R’s questions can provide insights and allow you to assess and measure change risk.
Seven R’s of Change Management Checklist
Raised
Reason
What is the reason for the change?
Understand why the change is needed with evidence and any arguments regarding the reason for the suggested change.
Return
What return is required from the change?
What will be the desired outcome if the change is implemented? What benefits can be expected?
Risks
What are the risks involved in the change?
All changes involve an element of risk. The main question that needs answering is: how much risk and potential severity of that risk?
Resources
What resources are required to deliver the change?
Are the sufficient resources available and what new resources amybe required?
Responsibilty
Who is responsible to create, test and then implement the change?
Clear allocation of responsibilities in terms of who will do what.
CLARC or a RACI matrix can help determine who should have the responsibility and be accountable for which tasks.
Relationship
Relationship between this change and any other changes?
Will this change effect another proposed change?
Frequently asked questions
Looking for more info? Here are some things we're commonly asked
Change Management
What is Change Management?
Change management is a systematic approach to implementing change within a business, whether it’s a new system or a new and better way of doing things.
Change management guides how you prepare, equip, and support people in your organisation to adapt to change. Clearly explaining what will change, why it needs to change, and how it will be actioned. The ultimate goal is to drive success in your business and achieve critical outcomes.
Read More: Change Management: Action Plan for Implementation of New Business Processes
Evaluate the Effect of Making Changes to a Process Comply with Laws HR Compliance
Design of experiments (DOE) is a systematic methodology that identifies the connection between elements affecting a process and the output of the process.
DOE is a branch of applied statistics that evaluates the factors controlling the value of a parameter through conducting, planning, analysing and interpreting controlled tests.
Read More: Design of Experiment: Evaluate the Effect of Making Changes to a Process
Change Management Theories
Many helpful change management models, methodologies and theories (Glossary) can be used in the change process. All have been effectively applied to businesses to help deal with the transition process and change.
Change models vary some focus on how businesses should approach all aspects of change, while others focus on employees’ responses to change.
Read More: Change Management: Action Plan for Implementation of New Business Processes
Building Blocks for Successful Change
The ADKAR Model is a simple tool to help the change process. Breaking it into its most basic critical elements, where each step outlines a successful journey.
ADKAR is an acronym representing the five principles of implementing changes successfully. Awareness, Desire, Knowledge, Ability and Reinforcement. The approach sets goals for change management that increase the success rate. It’s a practical system that takes your process a step at a time.
Read More: ADKAR Model: 5 Building Blocks for Successful Change