NTT DATA’s Organizational Change Management methodology supports a holistic approach to change management, addressing and aligning all the components required to achieve meaningful, sustainable change. School District Establishes an IT CMONTT DATA Advisory Services partnered with the 2nd largest US public school district to support its IT transformation. Used by successful individuals and organizations around the world, Changemethod gives you everything you need to lead, plan, implement, measure and sustain your organizational change program. The Change Management Plan template describes the time-line, tasks, activities, dependencies and milestones that will move the people and organization from current to future state. The heart of the plan will be the activities to address the change impacts identified which should move stakeholders along the commitment, facilitate adoption of the change solution and achieve anticipated business benefits. The Change Impact Assessment and Change Management Strategy deliverables are the key inputs; the output should be continually reviewed and refined throughout the program. The Stakeholder Management Plan template defines the set of activities aimed at moving stakeholders from their current to future positions along the Change Commitment Curve.
A change management strategy should be compelling and consistent with a vision of the future business environment, and the implications for the future state of the organization. The processes here aid clarity of thinking in this respect and define measurable targets for the change project or programme.
What do we think the future business environment will look like and how do we want to be as an organization in advance of reaching it?
The Future State Definition template provides a high-level description of the overall change vision, current and future states as well as gap analysis and key change interventions. Key change interventions can be drawn out by considering each of the dimensions above against the six best practice areas shared change purpose, visible change leadership, smart engagement processes, strong individual performance, supportive organization and culture and meaningful change measurement. The Future State Visions tool can provide useful input material, whilst the high level interventions described in the deliverable will help form the foundation of the Change Management Plan template.
The Future State Roadmap template provides an outline description of how the organization will transition from its current to its future state. It does this by breaking down the change into a number of high-level phases and plotted against a timeline. The Future State Definition deliverable is used as input and the output will form the basis of the Change Management Strategy. The Future State Visions tool provides a framework for developing a clear and shared description of what successful change will look like. The tool is based on Marvin Weisbord and Sandra Janoff’s ‘future search’ method of developing a shared vision and implementation within complex organizations or other system structures (Future Search, 2000). The Future State Interview Guide tool provides a framework of ten key questions and a summary template which you can use to elicit information to support the change vision and the future state of the organization. Use the tool to build a picture of the diverse views of what’s driving the change, what the future should look like and the key enablers as well as barriers to change.

The Change Imperatives Diagnostic tool helps you clarify the level of imperative for change within an organization at any given time whilst also highlighting potential barriers to change taking place. Use the Change Governance Structure template to ensure that change governance structures are correctly aligned with existing organizational or programme governance structures. Connections will already typically exist at senior leadership level, so look to establish or strengthen links at the mid-level leadership. The Business Case for Change template documents the financial and non-financial, quantitative and qualitative, benefits of the change business change project. The business case is usually developed in an iterative manner alongside the Future State Definition and Change Management Strategy deliverables.
It serves as a key milestone, an executive planning and decision making tool, a tool to communicate the bigger picture to the wider organization and also serves as the foundation for the more detailed change management plan.
The Balanced Scorecard for Change Management tool introduces the idea of using the balanced scorecard model for effective change management and provides guidance on how to build a balanced scorecard for a change project.
Organizations historically concentrated most of their efforts on measurement of purely financial aspects of performance. The scorecard illustrated here can be adapted to measure whichever performance drivers are identified as central to the success of the change vision and strategy. The Change Best Practice Diagnostic contains a number of statements for relating to six key areas of best practice for effective change management. Use the 1-5 scale to indicate the degree to which each state does or does not apply to your organization and change program. This Change Impact Assessment template summarizes the findings from the impact analysis, assessments the scope and scale of the change and provides headline recommendations for action. The Change Impact Assessment is an iterative document: to begin with it may be based on simple analysis of current and future state processes followed by more detail impact interviews and workshops and updated throughout the program as and when the overall design of the change solution changes in any way. The Change Impact Heat Map provides a visual representation of the degree to which each stakeholder group will be impacted by the change.
Use the Change Impact Heat Map to provide executive or stakeholder summaries of the Change Impact Assessment. Our OCM specialists will help you align desired changes to key components of your organization, understand the impacts of those changes, ensure engagement, and prepare stakeholders.
Ensure alignment across organizational components to the desired business strategy and benefits.
Ensure understanding of, readiness for, and sustainability of changes needed to achieve desired results. Establish or enhance your organization’s change management capabilities and methods for use within and across initiatives. Our two core projects aimed to integrate SAP Financials and Procurement and provide an integrated student information system.

Use the Stakeholder Analysis as your key input and ensure that output is fed into the Change Management Plan. It also offers an opportunity to collaborate with employees across the organization so that vision and strategy of the future state of the organization is a collective one. Both the current and future state can be defined in terms people, process, technology and organization dimensions, while the gap analysis will give an initial view of the scale of change required.
The first slide shows a less detailed roadmap developed at the change vision stage, the second slide shows the next level of detail you would expect to see as you work through the Develop Change Strategy and Change Management Plan processes. Additional help on values can be found in the Culture Definition Tool within the Culture Change Analysis process area. Use it to clearly describe who is responsible – but also who is accountable, who should be consulted and who should be informed.
It does this by defining benefit areas, establishing performance metrics for those areas and putting together targets and a delivery schedule for those benefits to be realized.
The Kaplan and Norton balanced scorecard model (1996) recognized the importance of measuring additional performance drivers that may be non-financial but nevertheless hold key cause-and-effect relationships that are central to the success of the change strategy. Use the analysis table at the end of the assessment to determine your level of change management maturity.
The template consists of an illustrative overview heat map, stakeholder heat map and a sample table describing the rationale for the ratings. In addition, we help you develop or further enhance your internal change management and enablement capabilities. Our OCM playbook provides the methods and tools to support organizational change management – facilitating change and ensuring alignment. With a Change Management Office, you have a framework to effectively manage change across multiple initiatives and capture best practices for future efforts.
To manage change across these initiatives, we developed and established a Change Management Office using a customized OCM playbook.
21 step-by-step change management processes. 100+ diagnostic, planning and implementation tools and templates. The playbook established the framework, methodologies, tools, and processes used to support IT transformational projects. We also provided oversight and validation of the client’s implementation of these activities, spanning 40,000 internal and external stakeholders.

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