change-impact-assessment

Context

Use in Phase 3 after the solution direction is approved in Phase 2. The impact maps inform how Communications Lead frames messages for each affected group.

When to Use

• After solution scope is confirmed in Phase 2
• When preparing targeted communications for different organizational groups
• When identifying which teams need the most change management support
• When building an implementation roadmap that accounts for transition complexity

Execution Steps

1. Define Change Parameters: Confirm approved solution scope from Phase 2

2. Organizational Layer Mapping: For each layer assess impact:

   • Executive / Senior Leadership
   • Middle Management
   • Frontline Employees
   • Support Functions (HR, Finance, IT, etc.)
   • External stakeholders (customers, partners, regulators)

3. Process Impact Mapping: For each affected process:

   • Current state description
   • Future state description
   • Gap / change required
   • Transition complexity (Low/Medium/High)

4. Role Impact Mapping:

   • Roles significantly changed (responsibilities shift >50%)
   • Roles moderately changed (10–50%)
   • Roles minimally changed (<10%)
   • New roles required
   • Roles potentially eliminated

5. Impact Severity Rating: For each combination of layer × process:

   • Critical / Significant / Moderate / Minor

6. Readiness Gap per Group: Cross-reference with org-readiness-assessment to identify which groups are least ready for their assigned impact level

7. Handoff to Communications Lead: Structure output as "group → impact → key message needed" mapping

Output Format

• Impact Heatmap: Layer × Process matrix with severity ratings
• Role Change Summary: Role, Change Type, Impact Level, Affected Headcount
• Group Readiness Gap Table: Group, Impact Level, Readiness Level, Gap, Priority
• Communications Brief per Group: Group, Key Impact, Emotional Response Expected, Core Message Needed

Related Skills

• org-readiness-assessment
• stakeholder-alignment
• executive-presentation