10 Free Human-Centered Change™ Tools

10 Free Tools from the Change Planning Toolkit™
© 2015 Braden Kelley . All Rights Reserved
The Change Planning Toolkit™ from Braden Kelley is
introduced in the book Charting Change from Palgrave
Macmillan.
The book highlights best practices of organizational
change and introduces next practices for making change
efforts (including projects) a more visual, collaborative,
and human exercise, enabling you to get everyone
literally on the same page for change.
Includes
Quickstart
Guide
Samples

Guide to the Change Planning Toolkit™
Optional Tools
Change Planning Canvas™ &
Core Worksheets
Change FrameworksLEGEND
You will find the top of each
worksheet color coded according
to the legend below:
© 2015 Braden Kelley
All Rights Reserved

Guide to the Change Planning Toolkit™
Optional Tools
Change Planning Canvas™ &
Core Worksheets
Change Frameworks
The toolkit contains many tools, all color coded and organized for your ease of use:

More Free Tools available on http://bradenkelley.com/cpt:
The Change Planning Toolkit™ helps organizations:
• Beat the 70% failure rate for change efforts
• Quickly visualize, plan and execute change efforts
• Deliver more projects and change efforts on-time
• Accelerate implementation and adoption
#1 – The Five Keys to Successful Change help organizations:
• Architect the organization for continuous change
• Proactively consider all five elements of organizational
change and visualize the relationships between them
• Better organize change efforts for success
• Prepare for a new organizational architecture
1. Five Keys to Successful Change
2. Architecting the Organization for Change
3. Building a Global Sensing Network
4. Visual Project Charter™
5. Eight I’s of Infinite Innovation
6. Motivation Ability Worksheet
7. PCC Change Readiness Framework
8. Results Pyramid Worksheet
9. The Eleven Change Roles
10. Organizational Agility Framework
10FreeTools

This framework provides a quick visual reminder of five change areas everyone must focus on:
• Manage a roster of projects to
limit change saturation and
maximize resource use
• Organize creation of the Change
Planning CanvasTM and the
associated plans, goals and
metrics
• Provide sponsorship, support and
oversight for the change activities
• Manage the activities necessary
to achieve the change objectives
• Measure the outcomes and
reinforces the change
Use this framework at the highest level to ensure that
each change effort is addressing each of the five keys
Five Keys to Successful Change1 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample

• Provides
sponsorship,
support and
oversight for the
change activities
• Organizes creation of
the Change Planning
CanvasTM and the
associated plans,
goals and metrics
• Measures the
outcomes of the
planned change
activities and
reinforces the change
• Manages the
change activities
necessary to
achieve the change
objectives
Five Keys to Successful Change1
Change
Planning
Change
Leadership
Change
Management
Change
Maintenance
All Rights Reserved
Change Portfolio Management
1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt

More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved
#2 – Architecting the Organization for Change helps organizations:
• Visualize a new way to increase organizational agility
• Integrate changes in the marketplace and customer behavior into the strategy
• Create a new organizational architecture that integrates all five elements of organizational change
• Make project, behavior and communications planning and management a central component of
your change efforts
#3 – Building a Global Sensing Network helps organizations:
• Accelerate their innovation efforts
• Create more fluid organizational boundaries
• Embrace a more open approach to innovation
• Monitor emerging and evolving technologies
• Track changes in customer behavior in the unending search for new insight-driven ideas

This framework visualizes how to architect a change-centric, customer-centric organization:
• Organizations must track changes
in the marketplace and in
customer behavior
• Everything is driven by strategy
• Every project inflicts change on
the organization and should be
managed as part of the change
portfolio
• Change planning comes before
change leadership/management
• Change efforts require project,
behavior, and communications
planning and management
Use this framework to guide changes in the architecture of
your organization to better support continuous change
Architecting the Organization for Change2 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample

Architecting the Organization for Change2
Business
Architecture
Change Planning
Change Leadership
Change Maintenance
Project Planning
Innovation
Project Management
Change Management
Strategy
Change Portfolio Management
Operations
Changes in
Customer
Behavior
Changes in
the
Marketplace
Behavior Planning
Behavior Mgmt.
Comm. Planning
Communication Mgmt.
All Rights Reserved

Companies looking to accelerate their innovation efforts must look outside by engaging in:
• Technology Scouting
• Expert Communities
• Demographic Trends
• Sociological Trends
• Economic Trends
• Political Trends
• Customer Insights
• University Partnerships
• External Challenges
• Etc.
Use this framework as a guide for how to get outside your
four walls to increase innovation in a systematic way
Building a Global Sensing Network3 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample

Core Technology Scouting
Adjacent Technology Scouting
Distant Technology Scouting
Expert Communities
Local Social Mutations (Demographic, Sociological,
Economic, and Political Trends)
Customer Insights:
- Ethnography
- Private Communities
- Focus Groups
- Surveys
- Lead User Observations
Building a Global Sensing Network3 © 2015 Braden Kelley
All Rights Reserved
1 of 50+
Tools &
Frameworks
from the
Change
Planning
Toolkit™
More free tools at http://bradenkelley.com/cpt

#4 – The Visual Project Charter™ helps organizations:
• Move beyond the Microsoft Word document
• Make the creation of Project Charters more fun!
• Kickoff projects in a more collaborative, more visual way
• Structure dialogue to capture the project overview, project scope, project conditions and project
approach
#5 – The ACMP Standard for Change Management®:
• Outlines generally accepted practices, processes, tasks and activities used by change management
practitioners across multiple roles, organizations and industries.
• Provides a clear and consistent vocabulary of essential change management terminology and
offers guidance for organizational change mgmt. for any type of change.
• Supports organization decision making regarding change management resources.
11”x17” included – poster size versions available with site license

This canvas can be used to more visually and collaboratively create a project charter by asking:
• What is the purpose of this
project?
• What is the key information to
include in the Project Overview?
• What is the Project Scope?
• What are the Project Conditions
we must consider?
• What Project Approach are we
going to use?
This is a lot more FUN and
SUCCESSFUL approach to building a
project charter.
Use this canvas in place of, or in advance of, creating your
Project Charter in Microsoft Word for any project
Visual Project Charter™4 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample

Project Scope
Visual Project Charter™
What is the purpose of this project?
Project Overview Project Conditions
Executive Summary Stakeholders
Objectives, Goals and Success Criteria
Business Needs
Business Justification
Deliverables
Deliverables Out of Scope
Estimated Budget and Costs
Estimated Duration
Organizational Impacts Departmental SOW
Assumptions
Issues
Risks
Constraints
Project Approach
Structure
Project Team Roles and Responsibilities
4 © 2015 Braden Kelley
All Rights Reserved
1 of 50+ Tools/Frameworks from the Change Planning Toolkit™

Evaluate Change Impact and Organizational
Readiness
Formulate the Change
Management Strategy
Develop the Change
Management Plan
Execute the Change
Management Plan
Complete the Change
Management Effort
Define the Change
Determine Why the Change is
Required
Develop a Clear Vision of the
Future State
Identify Goals, Objectives and
Success Criteria
Identify Sponsors Accountable
for Change
Identify Stakeholders Affected
by the Change
Assess the Change Impact
Assess Alignment of the Change with Organizational Strategic
Objectives and Performance Measurement
Assess External Factors that
may Affect Organizational
Change
Assess Organization Culture(s)
Related to the Change
Assess Organizational Capacity
for Change
Assess Organizational
Readiness for Change
Assess Communication Needs,
Communication Channels and
Ability to Deliver key Messages
Assess Learning Capabilities
Conduct Change Risks
Assessment
ACMP Standard for Change Management® – Association of Change Management Professionals
Develop the Communication
Strategy
Develop the Sponsorship
Strategy
Develop the Stakeholder
Engagement Strategy
Develop the Change Impact
and Readiness Strategy
Develop the Learning
Development Strategy
Develop the Measurement and
Benefit Realization Strategy
Gain Approval for Completion
Transfer of Ownership and
Release of Resources
Develop the Sustainability
Strategy
Develop a Comprehensive
Change Management Plan
Integrate Change Management
and Project Management Plans
Review and Approve the
Change Plan in Collaboration
with Project Leadership
Develop Feedback Mechanisms
to Monitor Performance Plan
Execute, Manage, and Monitor
Implementation of the Change
Management Plan
Modify the Change
Management Plan as Required
Evaluate the Outcome Against
the Objectives
Design and Conduct Lessons
Learned Evaluation and Provide
Results to Establish Internal Best
Practices
Visualization - © 2015 Braden Kelley . All Rights Reserved
Content - © Association of Change Management Professionals (ACMP)
Beat the 70%
change failure rate

#6 – The Motivation Ability Worksheet helps organizations that utilize the Six Sources of
Influence framework highlighted in the book Change Anything by Kerry Patterson and Joseph
Grenny to:
• Explore the differences between people’s motivation to change and their ability to change
• Examine change drivers by exploring the characteristics in the personal, social, and structural
domains
#7 – The PCC Change Readiness Framework helps organizations:
• Better understand the organization’s readiness for change
• Consider the readiness of individuals for change
• Explore the three pillars of psychology, capability and capacity for change
• Greatly influence success or failure of your change efforts

This optional worksheet for fans of The Six Sources of Influence framework helps you organize:
• Personal Motivations via physical
cues and visualizations
• Social Motivations by turning
accomplices into friends
• Structural Motivations by
identifying burning platforms
• Personal Ability by identifying
new skills
• Social Ability by enabling the
transformation conversation
• Structural Ability by changing the
physical environment
Six Sources of Influence fans can use this worksheet to
organize behavior change efforts
Get a copy of the book “Change Anything” by Kerry Patterson and Joseph Grenny
Motivation Ability Worksheet6
Quickstart
Guide
Sample

Motivation Ability Worksheet
Personal Motivation
Physical cues, visualizations
Social Motivation
Turn accomplices into friends
Structural Motivation
Identify burning platform
Personal Ability
New skills
Social Ability
Transformation conversation
Structural Ability
Change physical environment
Motivation Ability
Personal
Social
Structural
Inspired by Change Anything by Kerry Patterson and Joseph Grenny (The Six Sources of Influence)
6

The PCC Change Readiness Framework is designed to help you evaluate how ready your organization is
for the proposed change in three main areas:
1. Psychology
2. Capability
3. Capacity
The PCC Change Readiness
Framework is intended to capture
in a single place the factors that
should be considered in the
population of the PCC Change
Readiness Worksheet and to show
how they relate to one another.
PCC Change Readiness Framework helps inform your entries
into change readiness box on the Change Planning Canvas™
PCC Change Readiness Framework7 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample
Toolkit
contains
Worksheet

CapacityCapability
PCC Change Readiness Framework7
Psychology
Leadership
• Commitment
• Mindset
• Beliefs
• Attitudes
• Expectations
Employees
• Acceptance
• Mindset
• Beliefs
• Attitudes
• Expectations
Customers/Partners
• Desire
• Mindset
• Beliefs
• Attitudes
• Expectations
Shared Understanding, History, and Context
• Permissions
• Regulations
• Knowledge
• Skills
• Abilities
• Relationships
• Enablers
• Change Saturation Levels
• Human Resource Availability
• Financial Resource Availability
• Physical Resource Availability
• Information Resource Availability
• Executive Sponsor Availability
• Communication Channel Availability
All Rights Reserved

#8 – The Eight I’s of Infinite Innovation™ helps organizations:
• Establish a common language of innovation
• Shift from project-centric innovation to continuous innovation
• Make inspiration central to their innovation efforts
• Follow an iterative process that evolves promising ideas and cancels out ideas you can’t
successfully commercialize
#9 – The Organizational Agility Framework helps organizations:
• Adapt to changing environmental conditions
• Stretch existing resources and the organization itself to do new things in new ways
• Enable faster change inside the organization and faster adoption by customers
• Evolve profitable customer relationships to keep the organization strong and vibrant

The Eight I’s of Infinite Innovation™ helps people create an innovation process focused on:
1. Inspiration
2. Investigation
3. Ideation
4. Iteration
5. Identification
6. Implementation
7. Illumination
8. Installation
• Inspiration is central and drives
both idea development and idea
commercialization.
This framework helps people move from project-focused
innovation to inspiration-driven continuous innovation
Click here to
download the
white paper
Eight I’s of Infinite InnovationTM8 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample
Toolkit
contains
Worksheet

This framework helps organizations examine how to become more agile by asking the following:
• Does our organization suffer from
too much fixedness?
• Is our organization too flexible?
• Do we have the right balance
between flexibility and fixedness
to maximize our organizational
agility?
• Do we know where we need to
increase or decrease our flexibility
or fixedness?
Use this framework to guide the difficult conversations
around how to increase your speed of change
Organizational Agility Framework9 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample
Toolkit
contains
Worksheet

Organizational Agility Framework9
AgilityFlexibility Fixedness
Increased Organizational Agility is achieved by establishing the right
balance between Flexibility and Fixedness.
Where can we stretch our
existing resources and the
organization itself to do new
things in new ways?
What should we keep the
same to enable faster change
inside the organization and
faster adoption by customers?
Too much Flexibility and it
will take too long to make
decisions and changes.
Too much Fixedness and you
will suffer from organizational
rigidity.
All Rights Reserved

#10 – The Eleven Change Roles ™ help organizations:
• Get the right people in the room and engaged for change
• Focus more on knowledge than authority
• Create a change planning group than can drive success
• Inject considered viewpoints into change planning process
• Build a more holistic change plan

This framework is designed to help change planning teams take a more holistic, roles-based approach
to staffing change management teams by laying out Eleven Change Roles™:
• Step 1: Identify key groups of
impacted individuals
• Step 2: Identify some people who will
not be affected by the change and
who can provide some external
perspectives
• Step 3: Discuss each of the remaining
nine change roles to gain
understanding
• Step 4: Use worksheet to identify
change mgmt team members for
each role
• Step 5: Identify gaps and recruit
people to fill those gaps on change
mgmt team
The Eleven Change Roles™ will help you populate the
people boxes at the top of the Change Planning Canvas™
The Eleven Change RolesTM10 © 2015 Braden Kelley
All Rights Reserved
Quickstart
Guide
Sample
Toolkit
contains
Worksheet

1. Authority Figures/Sponsors
• Somebody has to be in charge. This includes one main sponsor and a coalition of authority figures who can
help push things forward when a push is required.
2. Designers
• Designers are your big picture thinkers, people who can see how the pieces fit together, who are skilled
meeting facilitators, who know the methodology well, and who can help keep people on track as you build the
plans for your change effort.
3. Influencers
• Influencers are well-respected and forceful people in the organization. They may lack the formal position
power of a sponsor or authority figure, but they can help rally people to the cause with their words and
actions.
4. Integrators
• Integrators are good at bridging silos, building relationships that cut across geographies and hierarchies, and
finding ways for different teams and departments to work together to achieve a common goal.
5. Connectors
• Connectors are slightly different from Integrators, and the difference is that Connectors know where the overt
and hidden resources lie in the organization and have the personal connections and influence necessary to
open a dialogue that can result in a needed connection.
All Rights Reserved

6. Resource Controllers/Investors
• These people have things you need—human resources, information resources, and physical resources. You
must get them to invest those resources to successfully achieve your desired change.
7. Troubleshooters
• There are always going to be problems that emerge along the way; some are expected, and some are not.
Troubleshooters are really good at identifying problems early on, and they enjoy the challenge of finding ways
around, over, under or through these potential barriers. It is even better when the team can identify ways to
overcome problems before communications to the rest of the organization begin. Troubleshooters can help
with this and often have the domain knowledge or the deep insight into the change target’s mind-set
necessary to also move minds and resources to support the change program.
8. Evangelists/Storytellers
• Every change effort has a story to tell about how the desired future state is better than the current state and
is worth the disruption of making the change. There is a vision, themes that will weave together in your story,
and symbols that will reinforce and show your commitment to realizing the goals you set for the change
effort. Without this evangelism and storytelling it will be really hard for people to understand what you are
trying to do or to support it. So you need to have evangelists and storytellers at the ready.
All Rights Reserved

9. Endorsers/Supporters
• Getting people to agree to talk up the change effort even if they are not taking an active role in pushing it
toward completion is very powerful. Don’t be afraid to reach out and ask for this seemingly insignificant
assistance, but arm these individuals with the themes, symbols, and stories that will reinforce the vision and
sustain momentum.
10. The Impacted (key groups of impacted individuals)
• Who is going to be affected by this change? Don’t be afraid to invite these people early on to voice their
concerns so that you can understand their objections, identify solutions or mitigations, and potentially recruit
them as effective evangelists.
11. The External (perspectives from people not affected )
• It’s easy to miss risks, assumptions, barriers, and points of potential resistance when you are too close to the
effort. Inviting in some people from outside your organization to be part of your planning process and to get
their feedback on what you are trying to do might be surprisingly enlightening as they contribute their
perspective.
All Rights Reserved
Quickstart
Guide
Sample
Toolkit
contains
Worksheet

More Free Tools available on http://bradenkelley.com/cpt:
These ten free tools from the Change Planning Toolkit™ are
introduced in the following articles and in more depth in:
• Charting Change – my latest book
• QuickStart Guide – part of the Change Planning Toolkit™
1. http://bradenkelley.com/2015/10/the-five-keys-to-successful-change/
2. http://bradenkelley.com/2015/11/architecting-the-organization-for-change/
3. http://bradenkelley.com/2015/11/building-a-global-sensing-network-revisited/
4. http://bradenkelley.com/2015/12/visualizing-project-planning-success-for-
2016/
5. http://bradenkelley.com/2015/12/the-pyramid-of-results-motivation-and-
ability/
6. http://bradenkelley.com/2016/01/measuring-change-readiness/
7. http://bradenkelley.com/2016/01/eight-is-of-infinite-innovation-revisited/
8. http://bradenkelley.com/2016/02/standardizing-change/
9. http://bradenkelley.com/2016/02/increasing-organizational-agility/
10. http://bradenkelley.com/2017/02/the-eleven-change-roles/
1. Five Keys to Successful Change
2. Architecting the Organization for Change
3. Building a Global Sensing Network
4. Visual Project Charter™
5. Eight I’s of Infinite Innovation
6. Motivation Ability Worksheet
7. PCC Change Readiness Framework
8. Results Pyramid Worksheet
9. The Eleven Change Roles
10. Organizational Agility Framework
10FreeTools

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Change Planning Toolkit™ Individual License Options
Individual License Basic Bronze Gold
Transaction Fee $29.99** $399.99 $999.99
Value
eBook With fee pmt -- --
# of toolkit tools 26 50+ 50+
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* (SL) Site License is priced based on TOTAL employee population not users (all get access)
** Basic Membership Fee is WAIVED for owners of Charting Change book
Get access to Change Planning Toolkit™
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Email info@bradenkelley.com for more information
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Planning
Canvas
$3,800 value$1,200 value$500 value
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