Center for Reengineering and Enabling Technology (CRET) has three focuses when it comes to reengineering efforts. They are Process, People, and Technology. While all three are equally important, the CRET’s research shows that the greatest inhibitor to a reengineering effort is organizational culture. That is why the CRET has developed a methodology that is a “blended process” by integrating Business Process Reengineering (BPR) methods and Change Management (CM) methods.

Change management is a systematic approach to manage change, both from the perspective of an organization and the individual. The CRET’s Change Management techniques provide the sustaining commitment or customer “buy-in” to a change and speeds the organization to a transition that produces more value. These techniques include applications and support for managing the “human” side of the work change. The results include a structured and orderly approach, while concentrating on the commitment and sustainability of the change.

The CRET’s change management methodology has five phases and should be continuously utilized throughout any change project to help its ultimate success. Those phases are clarification, analysis, transition planning, transition management and evaluation. The CRET has embedded several essential principles into its methodology to ensure commitment and a speedy transition to the change.

Clarification phase should take place in the beginning of a project. Clarification phase focuses on defining the change, assessing the current organizations readiness for change, identifying and ensuring adequate sponsors, and identifying the approach. It should also be noted that communication and the clarification process is ongoing throughout the life cycle of any change project.

Analysis phase includes developing and confirming organizational readiness to change with respect to the actual people that will be affected by the change. Also determining communication needs and initial communication planning, as well as and integrating findings into an overall plan.

Transition planning phase focuses on the change management portion of a transformation implementation plan. This change management phase consists of building agency capability while also identifying and managing organizational resistance. Then capturing those findings and incorporating them into an integrated management plan.

Transition management phase is about implementation of the people change plans (transition and communication). This phase is also about making sure that tracking and reporting of actual vs. planned results takes place.

Evaluation phase is intended to measure achievement of objectives, while also establishing a continuous improvement orientation and evolution plan.

The CRET uses many different models and templates for each one of the phases and has the ability of tailoring these phases to meet the needs of the individual customer. Managing change though is complex and missing KEY elements such as leadership, resources, training, reinforcement, and a comprehensive plan can result in false starts and missed objectives. The chart below depicts requirements for a successful implementation of change and results if KEY elements are overlooked. View Graphic