It is crucial to monitor the progress of change on the basis of the planned evaluation mechanisms (key performance indicators).

The Organizational Change Lead must monitor change to evaluate:

• Alignment to the organizational vision of change
• Parameters like schedule, timeline, effort, budget etc.
• Acceptance of the change.

It is essential to gather feedback on the effectiveness of the change communication. It is equally necessary to keep a check on the mitigation actions implemented for existing issues and risks. In a scenario that either of the two (communication and mitigation actions) are not effective, an immediate plan for correction must be put in place.

As a part of managing the change, it is very critical to monitor resistances and prepare a Resistance Management Plan based on it.

This plan establishes ways to manage resistances and builds a desire for the change by:

• Creating awareness of the need for change
• Providing a compelling reason justifying the change
• The risk of not changing.

The skills of stakeholders need to be re-evaluated to understand if skill gaps, due to change, are closed. In case the gaps continue to exist or there is an ambiguity of roles, feedback must be provided to the Training Plans.

The Organizational Change Lead must ensure all corrective actions are closed and the change progress reviews are updated to the leadership at a defined frequency.It is also important to ensure organization design and human resource/performance management systems are aligned to drive new behaviors and gradually shift the culture in support of the business direction.