Change Impact Example

Problem Statement

You want to deploy a change in the organization where your engineers need to learn a new way of working and follow this process in the future. However, we expect some organizational resistance to this move even though the customer may be positively impacted by this change. Use the change impact assessment template to determine what actions you can take to implement this change within the organization.

How to perform analysis

Step 1: Open Sigma Magic

1. Click on the Sigma Magic button on the Excel toolbar.
   
2. Click on the New button to create a new project.
   

Step 2: Add the analysis template

1. Click on the Tool Wizard to add the analysis template.
   
2. Click on Change and then Change Impact.
   

Step 3: Specify analysis options

A new worksheet will be added to your workbook. Analysis Setup will be automatically opened, in the setup tab specify the following details.

Step 4: Enter the Worksheet data

Click on Create button to save all changes and compute the outputs for this analysis.On the worksheet, enter the foloowing details. A sample worksheet is given below:

Click on Analysis Setup and then click on the Checklist button, you will see the following dialog box. Ensure that the items mentioned in checklist should be marked.

Step 5: Generate analysis results

Finally, click on Verify and then Analyze tab to ensure all the inputs are okay and shown in a green checkmark.

Interpreting Results

1. The assessment evaluates the impact of a change on engineers (stakeholder group).
2. The proposed change involves starting a new way of working to process customer requests.
3. The assessment captures key factors like the number of people affected, degree of impact, timing, pros/cons of change, risks of not changing, and the recommended action plan.
4. Balance Between Disruption & Benefit: While short-term learning challenges exist, the long-term benefit of customer satisfaction outweighs the inconvenience.
5. Mitigation Strategy: To reduce resistance, effective training and support should be provided to engineers.
6. Competitive Edge: The risk of not changing is high as competitors could gain an advantage, making this change strategically necessary.
7. Communication Strategy: Emphasizing customer satisfaction and competitive positioning in internal communications will drive motivation among engineers.

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