The most effective Case for Change documents prove to the stakeholders that the change is needed, and will be engaged enough in the process that they will support and help ensure its success. Without clear documentation, the change initiative will lack relevance, which can cause resistance. The main goal for a Case for Change is to provide clarity around the need for change and ensure stakeholder engagement.
To start creating a Case for Change, the following four questions should be answered.
- What is the project or task?
- What is the reason the project is being initiated?
- Who must be convinced it is necessary?
- What is the commitment needed in terms of action and funding?
The most effective Case for Change documents will include the following sections:
- Executive Summary- gives a succinct description of the change
- Problem Statement-shows what benefits the change will have on the people side of the business
- High-level project description, scope and objectives
- Summary of solution including milestones, workstreams and success metrics
- Cost-benefit analysis relating directly to the bottom line cost savings
- Implementation timeline
- Present a SWOT Analysis of the project (Strength, Weaknesses, Opportunities and Threats)
- Clearly articulated Conclusion and Recommendations
The Case for Change helps build support for a change initiative because it addresses concerns and answers questions thoughtfully and in one location. By directly connecting the need for change, the methods to be used, and the desired outcomes in one document, a Change Manager can convince stakeholders of the need and ensure their support.