Developing Rollout Plans

This step recognizes the specific deficiencies in capabilities and resources and identifies constraints to implementation and change by creating detailed, individual departmental plans for integrated change. In developing rollout plans, the organization defines how and when support departments will conduct the necessary support activities. It finalizes the organizational structure and responsibilities with specific names and roles. It consolidates the individual plans into a coordinated set.

Techniques

In developing the rollout plans, use the following techniques:

• Project planning

• Win-win negotiation

• Presentations

• Communications

• Broad participation

Lessons Learned

Review the Transformation Strategy developed in the Renew phase in detail to determine the overall coordination and schedule required, taking special note of any transition points when the business will implement a major release of an integrated solution. Examine the current state of enabler development is under way in the Develop phase, and then review the plan with staff and managers to discover areas of risk and constraints.

Negotiate the delicate balance between what must be done and what quality level is required within the allowed time, resources, and cost. Consider the effectiveness of tools and approaches for change itself.

Each plan should cover an organizational unit and deal with all aspects of change implementation. Working with the overall project manager, plan the specific transformation required in the solution for every piece of the new organization and everyone in it. The plan must answer this question for all staff: “What does this mean for me and what renewal program will I go through?”

For best results, plans should be developed collaboratively with the staff, based on appropriate guidance from the project team according to a planning template. In that way, all plans can be consolidated.

Avoid planning for one-shot perfection. Instead, accommodate mistakes, learning, and improvement over time.

Determine roles and backup resources for the existing work that the resources would normally be conducting for the period of transition to keep the business going as change occurs. Make individual expectations crystal-clear.