CCMP Inputs and Outputs Latest Update Graded A+

CCMP Inputs and Outputs Latest Update Graded A+ Compare outcomes against beginning objectives; Compare outcomes against project/program objectives; Document outcome indicating that change efforts met, failed to meet, or exceeded objectives; Review outcomes with appropriate leaders/stakeholders Evaluate the Outcome Against the Objectives Identify Appropriate Group to Conduct Evaluation; Perform the Lessons Learned Evaluation Design and Conduct Lessons Learned Evaluation and Provide Results to Establish Internal Best Practices Gain Approval for Completion; Transfer Ownership; Release of Resources Gain Approval for Completion, Transfer of Ownership, and Release of Resources Financial Resources Management; Human Resources Management; Information Resources Management; Physical Resources Management Execute Resource Plan Execute the Established Communication Plan; Delivery of Messaging; Feedback Execute Communication Plan Prepare sponsors; Sustain sponsor engagement Execute Sponsorship Plan Resistance Management Execute Stakeholder Engagement Plan Define learning objectives; Execute Learning and Development Plan; Evaluate Learning Activities Execute Learning and Development Plan Tracking and Measuring Benefits; Progress Monitoring; Communications with Stakeholders; Stakeholder Feedback; Benefits Realization Execute Measurement and Benefit Realization Plan Communication; Metrics Tracking; Performance Management; Rewards and Recognition; Sustaining Ownership; Continuous Improvement Execute Sustainability Plan Review objectives; Make necessary adjustments Modify the Change Management Plan as Required Defines the human, physical, and financial resources needed to implement the expected benefits of the change effort and identifies how to acquire resources and a timeline for resource utilization Resource Plan Defines the internal and external audiences, information, and feedback requirements of those leading and affected by the change, as well as the specific communication activities and events Communication Plan Defines how to identify, develop, and strengthen the competencies required to lead/sponsor a change initiative Sponsorship Plan Outlines the activities and metrics that will be established to ensure stakeholders and stakeholder groups can make the changes required or complete the steps that will help make change successful in an organization Stakeholder Engagement Plan Identifies knowledge gaps and training needs of those affected by the change and then provides a course of action to develop end users so they will be prepared with new knowledge and skills to adopt the change successfully Learning and Development Plan Defines processes and actions to monitor and track progress of the project's key performance indicators and expected benefits, as stated in the Project Charter and Strategy Plan Measurement and Benefit Realization Plan Defines the mechanisms that will be used to anchor and embed the change once it is implemented and is determined to be effective Sustainability Plan Ensures stakeholders in the organization align efforts to facilitate adoption of the change Integrate Change Management and Project Management Plans Ensures that project leadership is aware of and aligned with milestones in the Change Management Plan Review and Approve the Change Plan in Collaboration with Project Leadership Collects formal feedback and enables the team to develop responses and monitor the effectiveness of the Change Management Plan Develop Feedback Mechanisms to Monitor Performance to Plan Create a strategy that, when executed, ensures that the organization and its customers are aware of and understand the organizational rationale for the change Develop the Communication Strategy Create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change Develop the Sponsorship Strategy Identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort Stakeholder Engagement Strategy Define the approach, scope, roles, and responsibilities in undertaking detailed impact analysis and readiness planning for implementing the change Develop the Change Impact and Readiness Strategy Define the knowledge, skills, and competencies required for stakeholders to adopt the change, which informs creation and delivery of learning and development programs and training courses Develop the Learning and Development Strategy Define success criteria and measures to monitor whether the change is achieving its expected benefits and to adapt the change effect as needed Develop the Measurement and Benefit Realization Strategy Describe how the change will become part of the organization's normal functioning Develop the Sustainability Strategy Discern and specify the change the organization intends to adopt to meet a strategic objective Define the Change Explain the current opportunity, risks or consequences, and benefits Determine Why the Change is Required Facilitate the development of the organization's operating state after the change has been adopted Develop a Clear Vision of the Future State Provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state Identify Goals, Objectives, and Success Criteria Connect the change to its owners and determine accountability requirements Identify Sponsors Accountable for the Change Identify stakeholder attributes, such as level of influence, commitment, or rules, and determine the size, scope, and complexity of the change's impact on key individuals and groups Identify Stakeholders Affected by the Change Analyze how stakeholders will be impacted by the change and the change's specific impact on people, processes, tools, organizational structure, roles, and technology Assess the Change Impact Anticipate the impact of the expected benefits on the organization's strategic goals and objectives Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurement Identify the customer, market, social, legal, economic, political, technological, and other factors outside the organization that may influence stakeholder adoption of the future state Assess External Factors that may Affect Organizational Change Determine the cultural elements within the organization that may help or hinder the change direction and achievement of expected benefits Assess Organization Culture(s) Related to the Change Determine the ability of the various stakeholders impacted by the change to adopt the change and move toward the future state Assess Organizational Capacity for Change Determine the organization's preparedness for change activities Assess Organizational Readiness for Change Determine the communication effort required to support the transition to the future state Assess Communication Needs, Communication Channels, and Ability to Deliver Key Messages Determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved Assess Learning Capabilities Determine and anticipate the identifiable risks to the proposed change Conduct Change Risks Assessment