Hi All I need to create a process change matrix ASAP and need a template that will assist me with the same. I need to know what the look needs to be. Please help asap. Thanks Rhiana
From India, Bangalore
From India, Bangalore
The Prioritisation Matrix is designed to:
To construct your own matrix, you will need to decide on the factors for priority setting
Somethings you would like to consider are
Is there a link between the proposals and the strategic objectives
What would be the impact of the changes on stakeholders
What are the financial implications
What risks would the organization be taking if the idea is developed in a change programme?
What is likely to be the level of resistance? Is there a danger of undertaking too much change at any one time?
Do we have the human resources with adequate skills to develop, implement and maintain the changes?
Is there a need for training and development to be put in place for staff to lead and/or facilitate the change process?
What is the urgency of the change?
What is the wider level of support for the change? What level of approval will be needed to develop the initiative? Will it be difficult to get this support?
Is there a community of practice, steering committee that can assess objectively/back up the change proposals?
Is the timing right?
How long is it going to take to implement the change?
Agreeing a process for developing and implementing the matrix.
Deciding on what the priorities are.
Deciding on the weighting/rating scale to be used.
Making the prioritisation matrix readily available to individuals/departments.
Allocating a date for the review.
Just on its own, the prioritisation matrix will be a reserved tool for decision makers, and won't be fully beneficial to the institution. Making the matrix available to staff can:
Improve the quality of decisions.
Assist with communicating why change is important.
Gain greater trust through greater transparency
Deciding what weighting/rating scales would be appropriate can be difficult. A simple scale has greater transparency - a more complex scale leads to detailed debate about interpretation but can provide greater flexibility.
You could decide that you would like to use a Lickert scale (one to five), or any other scale; or if you are faced with, say, 4 change proposals, you could rank each from one to ten on each of the priority factors
Attaching a simple matrix for you
From India, Mumbai
49- Examine different change processes and allocate priorities.
Be inclusive in recognising the work of different teams and individuals.
Improve the decision-making process
To construct your own matrix, you will need to decide on the factors for priority setting
Somethings you would like to consider are
Is there a link between the proposals and the strategic objectives
What would be the impact of the changes on stakeholders
What are the financial implications
What risks would the organization be taking if the idea is developed in a change programme?
What is likely to be the level of resistance? Is there a danger of undertaking too much change at any one time?
Do we have the human resources with adequate skills to develop, implement and maintain the changes?
Is there a need for training and development to be put in place for staff to lead and/or facilitate the change process?
What is the urgency of the change?
What is the wider level of support for the change? What level of approval will be needed to develop the initiative? Will it be difficult to get this support?
Is there a community of practice, steering committee that can assess objectively/back up the change proposals?
Is the timing right?
How long is it going to take to implement the change?
Agreeing a process for developing and implementing the matrix.
Deciding on what the priorities are.
Deciding on the weighting/rating scale to be used.
Making the prioritisation matrix readily available to individuals/departments.
Allocating a date for the review.
Just on its own, the prioritisation matrix will be a reserved tool for decision makers, and won't be fully beneficial to the institution. Making the matrix available to staff can:
Improve the quality of decisions.
Assist with communicating why change is important.
Gain greater trust through greater transparency
Deciding what weighting/rating scales would be appropriate can be difficult. A simple scale has greater transparency - a more complex scale leads to detailed debate about interpretation but can provide greater flexibility.
You could decide that you would like to use a Lickert scale (one to five), or any other scale; or if you are faced with, say, 4 change proposals, you could rank each from one to ten on each of the priority factors
Attaching a simple matrix for you
From India, Mumbai
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