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20 Section II. Organizational ChangeStrategy DevelopmentThe strategy development phase of the model allows those responsible for the changeto use the information collected to develop effective change strategies from an organizationalperspective. These strategies must focus on a visible, effective process to“bring on board” the affected people within the organization.This can include newsletters,focus groups, discussions, one-on-one training, and confidential “hand holding.”The latter can be especially important for professionals, such as physicians who maynot wish to admit ignorance and/or apprehension about the new system.ImplementationThe implementation phase of the model refers to implementation of the change managementstrategies determined to be needed for the organization, not to implementationof the new system. Implementation of the change strategies described above mustbegin before actual implementation of the new system. These behaviorally focusedefforts consist of a series of steps including informing and working with the peopleinvolved in a systematic and timely manner. This step-by-step progression toward thebehavioral change desired and the future goals is important to each individual’s acceptanceof the new system. This is an effective mechanism for tying together the new technologyimplementation action plan and the behavioral strategies.ReassessmentSix months after the new system is installed, a behavioral effects data-gathering processshould be conducted. This stage resembles the initial assessment stage—involvingwritten surveys and one-on-one and/or focus-group interviews. Data gathered from thisstage allows measurement of the acceptance of the new system, providing a basis forfine-tuning. This process also serves as input in evaluation of the implementationprocess. It ensures all the participants that their inputs and concerns are still valuedand sought after even though the particular implementation has already occurred.Case IntroductionThe following four cases represent a variety of change management practices andstrategies, successes and failures, and phases. They are meant as learning opportunitiesfor those considering the process of implementing information systems.Reference1. Lorenzi NM, Mantel MI, Riley RT. Preparing your organizations for technological change.Healthcare Informatics 1990;December:33–34.