Reality Check
| Criteria | Yes | No | Why/why not | Corrective Measure |
| Is the change still needed? | ||||
| Is the change still wanted? | ||||
| Is the change still relevant to the strategic direction? | ||||
| Would we have been better off if we had implemented the change? | ||||
| Were the aims clear to everybody? | ||||
| Was measurement of change understood by everyone? | ||||
| Did we recognise the signs that the change wasn't on track? | ||||
| Did we do anything about it? |
Reality check conclusion:
How important is it to us as an institution to complete the changes?
- Very important
- Important
- Not important at all
Learning the lessons
The reasons for the failure of change efforts can be characterised into structural, systemic, financial, and cultural subsets. These can be graphically presented in tables, and could form the basis for an action plan, if the change effort is to be restored.
Structural
| Yes | No | How? | |
| Have key personnel left the University? | |||
| Has structure hindered communicating the change? | |||
| Has structure hindered change measurement? | |||
| Other: |
Financial
| Yes | No | Why? | |
| Have we exceeded our budget? | |||
| Has the budget been re-directed? | |||
| Has the budget been stopped? | |||
| Other |
Systemic
| Yes | No | How? | |
| Did processes facilitate/hinder change? | Policies? | ||
| Other | |||
Cultural
| Yes | No | How? | |
| Was the way we do things a reason for change failure? | |||
| What role did politics play in failing the change? | |||
| Was the approach to change appropriate to our situation? | |||
| Have people been given the time to go through/adjust to the new reality and let go of the old ways? | |||
| Have people had to change too many things in too short a time? | |||
| Was there no understanding of the stages of change, and the importance of the transition period? | |||
| Have other priorities gone in the way? | |||
| Have people had realistic expectations? | |||
| Have people lost interest in the change? | |||
| Have politics gone against the change effort? | |||
| Has resistance to change been too high? | |||
| Have people understood what exactly is expected of them? | |||
| Has change been aligned with recognition and reward? | |||
| Did we expect too much too soon? | |||
| If our approach to change was different, could we have achieved better results? | |||
| Was the timing of the change right? |
