PROJECT SCOPE
Change management for digital transformation
Change management for digital transformation can help businesses prepare people, teams and stakeholders for new systems, processes and ways of working.
The employer chooses the talent, agrees the change-management scope, deliverables, timeline and rate, then manages the collaboration directly.
Find change management specialists
- Define the transformation and teams in scope
- Identify stakeholder, communication and adoption needs
- Agree change activities and responsibilities
- Find talents across Europe and beyond where Stripe operates
Explore digital transformation specialists
SCOPE
What change management for digital transformation can support
Digital transformation change management services can support organisations where new systems, processes and operating practices affect how people work.
Change impact assessment
A digital change impact assessment can identify which teams, roles, processes and working practices are affected by the transformation.
Stakeholder management
A transformation stakeholder management consultant can help identify key stakeholder groups and structure how they are engaged throughout the change.
Communication planning
A digital transformation communication consultant can help organise agreed messages, communication activities and information for affected teams.
Change network support
A change network consultant Europe can help define how selected people across the organisation support communication, feedback and local adoption activities.
Role and responsibility changes
Change management can support teams where digital transformation changes ownership, responsibilities or ways of working.
Process adoption
Where business workflows are changing, the work can include preparing affected teams for agreed future processes.
ERP change management
Change-management support can help where ERP transformation affects several business functions, teams or operating practices.
Readiness and feedback
A consultant can help assess agreed readiness indicators, gather feedback and identify where additional support may be needed.
Transformation adoption support
The work can include agreed activities that help teams understand, prepare for and work within the new digital environment without guaranteeing adoption outcomes.
WHEN IT HELPS
When businesses use digital transformation change management
Change management can help when digital transformation affects people, responsibilities and daily working practices as well as technology.
Several teams are affected by the change
A structured approach can help organise communication and stakeholder activity across different business areas.
New systems change how people work
Change support can help where employees need to understand new processes, responsibilities or ways of working.
A transformation needs stronger stakeholder alignment
Consulting support can help when leaders, managers and affected teams need clearer information about the change and their role in it.
Prepare the essentials
Useful starting information includes:
- Transformation initiatives in scope
- Teams and roles affected
- Current business processes
- Planned system or process changes
- Key stakeholder groups
- Existing communication channels
- The outcome the change work needs to support
DELIVERABLES
Typical scope and deliverables
Digital transformation change management can be structured around impact review, change planning, stakeholder activity and handover.
Getting started
At the beginning of the job, the employer and talent can review:
- Transformation scope
- Affected teams
- Stakeholders
- Process changes
- Existing communications
- Current change activities
Change management work
The talent carries out the agreed change work.
Deliverables might include impact assessments, stakeholder maps, communication plans, change-network guidance or other agreed change-management outputs.
Quality and review
Agree how change activities, communication and stakeholder plans will be reviewed against the transformation requirements supplied.
Handover and continuity
Where useful, include change plans, stakeholder records, communication materials and open actions that support continued transformation work.
TALENTS
Talents and skills involved
The right expertise depends on the transformation, organisation and scale of people change involved.
Change management consultant
A change management consultant can help assess impacts, structure change activities and support agreed implementation work.
Stakeholder management specialist
Stakeholder expertise can help where several leadership, operational or technical groups need coordinated engagement.
Communication specialist
Communication experience can help where transformation messages need to be organised for different audiences.
Digital transformation consultant
Broader transformation experience can help where change activities need to connect with systems, processes and wider programme priorities.
Digital transformation services
Transformation programme specialist
Programme experience can help where change activity needs coordination across several initiatives or workstreams.
JOB
How to write the job
A useful change-management job explains the transformation, affected teams and people-related outcome you need.
Describe the transformation
Explain what is changing, such as:
- New systems
- New business processes
- New roles
- New operating practices
- A wider transformation programme
Define the people impact
Describe which teams, roles, locations or stakeholder groups are affected.
Add the organisational context
Include details such as:
- Existing communications
- Current transformation status
- Team structure
- Known concerns
- Leadership involvement
- Internal change resources
Explain the engagement
State whether you need:
- Change impact assessment
- Stakeholder management
- Communication planning
- Ongoing change-management support
The employer and talent can refine the scope, timeline and rate after starting a conversation.
EVALUATION
How to compare change management proposals
Start with relevant transformation experience, then discuss how the talent would understand your people, stakeholders and organisational context.
Relevant transformation experience
Look for work involving digital, ERP, process or operating-model change similar to yours.
Change impact approach
Ask how the talent would identify which teams, roles and working practices are affected.
Stakeholder experience
Discuss how the consultant has worked with leaders, managers and operational teams during previous transformations.
Communication approach
Confirm how messages, communication channels and feedback will be organised for different stakeholder groups.
Handover and continuity
Discuss what change plans, stakeholder information, communication materials and open actions will be provided after completion.
Talent profiles are reviewed and approved by the VirtualMasst team before employers can see them. The employer still decides which talent is right for the work.
COST
Cost, timeline and engagement factors
The employer and talent agree the rate directly. Several parts of a digital transformation change-management job can affect the commercial structure.
Number of teams
A focused team-level change can require a different level of support from a transformation affecting several functions.
Stakeholder complexity
More leaders, managers, users or business units can increase engagement and communication requirements.
Scale of process change
Larger changes to roles and daily working practices can require broader change activity.
Geographic scope
Several locations or countries can add communication and stakeholder-management requirements.
Transformation stage
A programme at the planning stage can create different change needs from one already moving through implementation.
Internal change capacity
An organisation with established change resources can create a different starting point from one needing more external support.
Adding work later
After the initial change work, the employer and talent can discuss roadmap delivery, operating-model changes or PMO support and agree how they affect the scope, time and rate.
Current charges are listed on Pricing.
YOUR NEXT STEP
Define the change management support you need
Start with the transformation, affected teams, stakeholder groups and communication needs involved. Post the job, discuss the change approach and choose the talent whose experience fits the work.
The employer chooses the talent, agrees the scope, timeline and rate, manages the collaboration and approves the completed work.
Digital transformation services
Digital transformation roadmap
Find change management specialists
YOUR NEXT STEP
Define the change management support you need
Start with the transformation, affected teams, stakeholder groups and communication needs involved. Post the job, discuss the change approach and choose the talent whose experience fits the work.
The employer chooses the talent, agrees the scope, timeline and rate, manages the collaboration and approves the completed work.
Post a job
Find change management specialists