In Part 1 we covered the areas to investigate when you have been engaged to 'fix' a change that has gone awry! 

So now let's see what actions to take, and who should take them if you have areas to 'fix' and fast.

Revisiting Scope: When it comes to reviewing scope the question to ask is was what was left out of the scope that should have been addressed? Many times the scope missed out on one of these elements which impacts the change. This sits with the Project or Program Manager.

Be sure the program scope covers the following:

Policy or procedure changes necessary

Process changes

People changes if needed

Technology change, as well as addressing possible migrations and transitions from old to new.

If there is a change strategy you need to be clear as to the Change scope. Does it include change and communications interventions and any Capability uplift deliverables.

If this is a large change it is worth comparing both the program and change plans to make sure all scope items are...

Now this may not be a term used world wide, but in Australia a 'whinger' is someone who will complain about something endlessly. In the world of change, a whinger can be your best asset.

Someone who objects to the change provides a number of opportunities to anyone willing to listen:

1) They challenge your 'why'. Sometimes we try to 'sell' a change into the business and sometimes the 'why' isn't hitting the mark. You want your 'why' to engage hearts and minds. You soon know if that isn't the case when there is a 'tough crowd'. Your 'why' just needs to be better.

2) They tell you whether your detailed impact assessment is accurate. If you listen well enough to someone who is objecting to the change you will realise that you may not have assessed all of the impacts accurately. You may even want to engage the most vocal person in the room to better understand those impacts.

3) Often they can also be your biggest advocate. I can't tell you how many times the so called 'trouble...