The Change Management Command Center – upBOARD’s SaaS Software Platform Delivers the Latest Change Management Best Practices and Processes from the Cloud.

In today’s world, every team, department and organization must embrace change. But leading change management initiatives and projects is challenging since it involves aligning multiple stakeholders, navigating competing agendas, and working with teams that have competing metrics. That’s why 70% of all change efforts fail.

Success is all about solid execution – and that’s where most companies fall short. So how do you build accountability and follow-through into your change effort?

upBOARD’s Change Management Command Center software platform gives you the best of the best change management best practices and processes, instantly out-of-the-box. We’ve integrated the best principles, tools, and templates from proven approaches to organizational change and transformation, from defining your vision and burning platform, to analyzing key stakeholders, to engaging the organization in real action planning and change.

Change Management Dashboard Tools

Change Management Plans, Processes & Metrics Dashboards All in One Place.

Unlike traditional project management software tools, upBOARD’s Change Management Command Center provides best practice tools, templates, and dashboards that instantly jump start your organizational change process – by giving you the plans, processes, and progress dashboards that keep your change program on track.

Our work has appeared in Harvard Business Review, Fast Company, Inc. Magazine and other leading media. And our SaaS software platform reflects our decades of business experience – by integrating the world’s leading-edge processes, tools, and metrics dashboards from the latest business and organizational development best practices.

Never Start from Scratch Again. Get Going Immediately with Organizational Change Management Best Practices from the World’s Leading Experts.

Our platform gives you the best of the best change management tools and processes, instantly out-of-the-box. With upBOARD, you get an entire end-to-end process with proven tools, templates, and metrics dashboards for organizational change management, instantly and designed by the experts.

We’ve integrated the best principles and practices from both proven methods and also the latest trends and global experts, from creating “burning platforms” to developing RACI charts. Some of our templates include:

  • ADKAR Change Management Model

    The ADKAR Change Management Model is a change management framework that describes the five goals that must be accomplished in order to create successful change on both an individual and organizational level. These five goals include Awareness, Desire, Knowledge, Ability and Reinforcement. This model helps to simplify the daunting process of organizational change by breaking it down into small, attainable goals.

    Learn More>>

  • AIM Accelerated Implementation Methodology

    AIM Accelerated Implementation Methodology is a system used to help organizations get the most out of their change program. The framework includes a mix of organizational theory and practical tools for creating and measuring the success of long-term changes. The purpose of this framework is to create an easy-to-follow process for implementing large and small scale change that is easily translatable to any kind of organization.

    Learn More>>

  • Beckhard & Harris Change Process

    The Beckhard & Harris Change Process is a five step approach that assists organizations in identifying and implementing change. These five steps include internal organizational analysis, identifying the necessity of change, conducting a gap analysis, action planning, and managing the transition. This purpose of this process is to clearly delineate the steps needed to accomplish successful change.

    Learn More>>

  • Bridges’ Leading Transition Model

    Bridges’ Leading Transition Model is a change management model that describes the stages of transition that individuals go through when they experience change. These stages are ending, losing and letting go, the neutral zone, and the new beginning. This model primarily focuses on transition and provides managers with guidance on how to help individuals navigate through the transition stages so that they are ultimately more accepting of the change.

    Learn More>>

  • Burning Platform

    A Burning Platform is a metaphor used to explain the necessity of change despite the fear of the unknown consequences. This metaphor was derived from the fatal explosion of an oil drilling platform in which one survivor had to chose to jump into a sea of burning oil rather than burn on the platform. This metaphor serves to describe a situation in which action (i.e., costly change) is required and maintenance of the status quo is no longer an option as doing so would be even more harmful.

    Learn More>>

  • Change Management Impact Analysis

    A Change Management Impact Analysis is a method that is used to identify relevant stakeholders in a change management process as well as the risks and benefits that the change management initiative provides to them. Based on this information, your team will be able to discern the impact that the change management program has on key individuals.

    Learn More>>

  • Change Management Maturity Model

    The Change Management Maturity Model describes the level of ability that an organization has to change. The maturity model provides a change management approach that is specifically tailored to the organization’s change capability level. The levels range from 1 (no change capability) to 5 (competency to change). As the levels increase, specific strategies outline how to handle different groups of individuals within the organization who are affected by the change.

    Learn More>>

  • Change Readiness Assessment

    A Change Readiness Assessment is an analysis of the levels of the organization undergoing change, conducted so that key change makers are aware of what adjustments to attitudes need to be made or what resources need to be acquired for prosperous change to occur. More specifically, each level of the organization is assessed for how prepared it is to handle different magnitudes of change. The purpose of a Change Readiness Assessment is to make these determinations of preparedness.

    Learn More>>

  • Change Risk Assessment

    A Change Risk Assessment is one possible method to evaluate the risk associated with a particular change management initiative.  Change Risk Assessments prevent the organization from being negatively affected by damaging aspects of a change program or changes that prevent individuals from doing their jobs.

    Learn More>>

  • Focus Groups

    Focus Groups are groups of individuals who are gathered to observe a new product or discuss a particular topic in order to give organizations a chance to preview customer reactions. They are also used to gauge employee reactions to an organization’s change program.

    Learn More>>

  • Go-Live Plan

    A Go-Live Plan is the steps that should be taken before actually implementing a change program. Successful Go-Live Plans require preparation, specific action to be taken, a contingency plan in case one is needed, proper resources, and thorough consideration given to the risks associated with the change. The purpose of having a Go-Live Plan is to help ensure that the actual transition runs smoothly.

    Learn More>>

  • Head Heart Hands Model

    The Head, Heart and Hands Model emphasizes the importance of appealing to the head, heart and hand of the other organizational members when initiating a change program. More specifically, the change management plan should include logic and analysis, a compelling reason for the necessity of the change and easy and practical suggestions for enacting the change.

    Learn More>>

  • Kotter’s 8-Step Change Model

    Kotter’s 8-Step Change Model is an eight step process that assists managers in implementing successful change programs in their organizations. The eight steps include: create urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short-term wins, build on the change, and anchor the changes in corporate culture.

    Learn More>>

  • Kubler Ross Change Curve

    The Kubler Ross Change Curve is a model that describes the stages of individuals’ responses to organizational change. There are five stages of the change curve. The purpose of this model is to assist the organization in gauging how individual employees will respond to the change at different stages.

    Learn More>>

  • Lewin's Change Management Model

    Lewin’s Change Management Model is a framework that describes that the reason for change must be fully understood by employees before any change can actually occur. This is because individuals will be more motivated to enact a change when they are aware of why it is necessary. Lewin’s Change Management Model lays out three steps – Unfreeze, Change and Refreeze – which help to ensure that a change will be maintained in the future.

    Learn More>>

  • Performance Support

    Performance Support is a simple, easily understood electronic or paper material that aids employees in refreshing or enhancing new skills acquired during an organizational change program. Performance Support is used as a supplement to training created for the change program. The purpose of Performance Support is to provide references for employees to use when implementing new skills, solving unfamiliar problems, or modifying their work practices.

    Learn More>>

  • Process Mapping

    Process Mapping  is a roadmap created to illustrate the path the organization will follow as it implements its change program. A process map includes the course of action to be taken and the events that will transpire at each step so the organization can reach its goals. A process map provides a visualization of what organizations need to do to create successful change.

    Learn More>>

  • Prosci Change Management Levers

    Prosci Change Management Levers are a set of change management instruments that, when used in combination, aid in producing successful change. The five levers are: communication plan, sponsorship roadmap, coaching, teaching and resistance management plan.

    Learn More>>

  • Sponsor Roadmap

    A Sponsor Roadmap details the actions that organizational executives need to take to fulfill their role in the change management process. The roadmap is very important to making sure that your team gets the necessary support from senior leadership to ensure a successful implementation of the change management program.

    Learn More>>

  • Stakeholder Interviews

    A Stakeholder Interview is a discussion conducted with high- or low-level stakeholders in the organization regarding the change program. These interviews provide a deeper sense of the budget, timeline, and objectives for the change program as well as the people involved in the organization and its competition. The purpose of the stakeholder interview is to help outside change-makers gain a better understanding of the organization and the way it operates as well as what the stakeholders hope to achieve with the change.

    Learn More>>

  • User Acceptance Testing

    User Acceptance Testing, otherwise known as beta testing, is the final step in the change management process where a proposed strategy, technology implementation or product is tested with a group of individuals that are representative of the audience that will be affected by or utilize a new system. These “users” are typically individuals who are employees who volunteer or are requested to try out the new technology or service.

    Learn More>>

  • VRIO Framework Model

    The VRIO Framework is a strategic method that can be used to evaluate an organization’s resources and capability to change. Resources can be both tangible or intangible goods that the organization produces or uses to make their products or services. VRIO is an acronym whose letters stand for value, rarity, imitability, and organization.

    Learn More>>

  • What's In It For Me? (WIIFMs)

    What’s In It For Me (WIIFM) is the central question that employees are concerned with when faced with organizational change. Broadly, this inquiry encompasses a number of questions regarding how the change is going to affect employee’s daily routines in the workplace (e.g., Will they be working with different people? Will they require different knowledge to perform their job well? Will their job responsibilities be altered?) The reason employees ask this question is to better understand how the change will affect them so they can determine how to respond.

    Learn More>>

Communicate Up, Down and Across—Effortlessly.

Even organizations that have a Project Management Office (PMO) often cobble together models, tools, and templates from a range of sources. Change management facilitators read books, create PowerPoint slides, and then piecemeal together a change process. It’s haphazard at best, and often leaves the broader organization struggling for clarity and focus over time.

upBOARD creates a simple process flow that provides an intuitive structure that guides your organization through the change process, helping everyone move through the change adoption cycle: awareness, understanding, acceptance, adoption, execution, and institutionalization.

Using upBOARD’s Collaborative Command Center for Change Management, you save time while accelerating results. With your plans, process, and progress metrics in a single place, upBOARD allows you to assign and engage individuals and teams as owners of specific change processes or process steps to ensure action and accountability. We help you keep everyone up to speed and on board in ways that accelerate the change process, and business results.

Drive change management with best practices, tools & templates from upBOARD!

digital best practice tools & templates
Help your team quiet the chaos and focus on what really matters.