Keeping Change on Track (Changemaking)

• How will we manage change resistance? How will we address any concerns or resistance to the change?
• How will we measure the success of the change? How will we know if the change has been successful?
• What is the backup plan if the change fails? What will we do if the change does not go according to plan?

These are just a few of the questions that I would have asked to help ensure that a recent change in my organization had continuity and was on the right track. By asking these questions, I would be able to get a better understanding of the change, the potential risks and challenges, and the resources needed to implement the change. This would help me to make informed decisions about the change and to ensure that it was implemented successfully.

In addition to these questions, I would also have wanted to get feedback from the affected stakeholders. This would help me to understand their concerns and to address them as much as possible. I would also have wanted to make sure that the change was communicated effectively to all stakeholders. This would help to minimize confusion and to ensure that everyone was on the same page.

By asking these questions and getting feedback from stakeholders, I would be able to increase the chances of a successful change.

Here are some additional questions that I would have asked, based on the specific change that was made:

• If this change is successful, what are the next steps?
• What are the long-term implications of this change?
• How will this change impact our culture?
• How will this change impact our relationships with our customers?
• How will this change impact our competitors?

By asking these questions, I would be able to get a better understanding of the full impact of the change and to make sure that we were prepared for any challenges that might arise.

here are some questions I would have asked to help ensure that a recent change in my organization had continuity and was on the right track:

• What are the specific goals of the change? What are we trying to achieve by making this change?
• Why is this change necessary? What are the problems that the change is trying to solve?
• What are the potential benefits of the change? How will the change improve our organization?
• What are the potential risks of the change? How could the change go wrong?
• Who are the key stakeholders affected by the change? How will the change impact them?
• How will we communicate the change to the affected stakeholders? How will we make sure that everyone understands the change and why it is necessary?