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76 CHAPTER 7 Assess

Activity Summary Table

Objective Measure the capacity for the organization to change
behaviors required for adapting IAM. Secondarily,
identify potential resistance points.
Purpose It is vital to assess the risk to DG that will originate from
culture change issues. The DG program must be
sustainable, and it cannot be made so without vital
information that will allow the DG team to accommodate
and leverage the organization’s culture. The results are
used to adjust the “Sustaining” phase, and will even
influence the rollout of information projects and policies.
Inputs None, unless your organization has a standard change-
management process, which always includes an
“Assessment” step.
The “Sustaining” phase may ask for this assessment to be
revisited to measure how the organization is adapting to
required changes.
Tasks 3 1. Determine the formality of the assessment. That is, an
informal structured meeting format or a formal survey
instrument.
2. Determine the target audience.
3. Define the survey population or interviewees.
4. Define the approach—structured meeting, written, or
online.
5. Administer the survey OR conduct meetings.
6. Analyze and summarize findings.
7. Determine if additional investigation is required.
a. Leadership alignment
b. Leadership commitment
8. Determine what will be reported now versus sent to the
EIM team to use during subsequent phases.
Techniques If the human resources (HR) department has a change
management team or organization development
practitioners with change management expertise, utilize
their skills.
If time is short, an informal, anecdotal exercise will be
sufficient until the “Sustaining” phase.
Another informal technique is to maintain the structured
meeting questions as a checklist, and review those with
various groups as different personnel move in and out of
the EIM effort.
Tools Online survey tools—most large companies have one
licensed, or find one on the web (e.g., Survey Monkey).
Use Excel or Word to modify/develop the survey and
questionnaire forms.
Outputs The results may take the form of a report or presentation.
Individual responses need to be held confidential within
the EIM program, while aggregated results need to be
widely communicated.
Outcome The culture capacity assessment is complete when results
are acknowledged and accepted by the executive team or
sponsor.

FIGURE 7-6
Activity Summary Table.