These resources were designed and developed by Dr Simon Inger, Head of Staff Development at The University of Bath

The information and resources on this page are for anyone involved in change, especially those leading and managing change initiatives on any scale. They are presented as a series of steps, but change isn’t always linear or predictable, so the resources are really an aid to disciplined thinking rather than a set of instructions.
A change process model [pdf]

The change management tool kit sets out the things you will need to consider at all stages of a change process. It is presented as a whole or as bite-sized sections for each stage. Whether you are rearranging a team office or restructuring an organisation, you will need to think through each of these stages.

  • Introduction to managing change - the principles and key things to consider
  • Why change? - why is change necessary? Starting to analyse the situation and options
  • Reasons and stakeholders - developing the rationale and engaging the people who will be affected and who will make it happen
  • Vision and communication - do we all understand what is happening and why?
  • The plan - figuring out the practical steps that will have to be taken, and assigning clear roles and responsibilities
  • How people experience change - the absolute most important factor: people experience change in different ways, and many will need help through the transition.

Project management guidance and templates

The practical steps that enable change are frequently arranged as projects, so we have included some basic guidelines about project management. (Projects will nearly always involve change so the two are often intertwined.) We also provide a set of templates to help you think about, define, plan and manage projects. These were based on standard templates from familiar project management systems, and should be useable as an aid to disciplined thinking and appropriate recording across a range of small and medium-scale projects.

For further information please contact the Susan Kane at