IT Governance and Change Management Proposal for Victoria's Government

This report presents an IT Governance and Change Management Proposal for Victoria's government departments, analyzing the application of the VAL IT framework. It explores strategic and operational levels, project and program management, and institutional development. The proposal outlines a change management process, including creating urgency, forming a coalition, creating and communicating a vision, removing obstacles, creating short-term wins, building on change, and anchoring changes in corporate culture. The report emphasizes the competencies required for managers to navigate the change process, evaluate changes, and mitigate resistance to achieve change objectives.

Running head: IT GOVERNANCE AND CHANGE MANAGEMENT PROPOSAL
IT Governance and Change Management Proposal
Victoria’s government departments
Name of the student:
Name of the university:
Author Note

1IT GOVERNANCE AND CHANGE MANAGEMENT PROPOSAL
Discussion on Video Transcript:
Discussion on Side 2:
The Government of Victoria is an Australian executive authority. The VAL IT, on the other
hand, is a framework of governance. It is beneficial to create important values for the business that
are found to be coming out server information technology investments. The government has been
seeking to have different departments that are found to be efficiently using VAL IT Framework.
Discussion on Side 3:
Strategic level:
At the intervention of a strategic level, the management and planning at the strategic level is
useful. It is useful to define the organizational anchors and make formulations at organizational
designing. This system can enable the Victorian Government to be consistently sensitive and become
reactive to external and internal developments (Hackman 2017).
Operations management:
This intervention has been focussing primarily on various internal systems and is totally
structure focussed. It is helpful to address organizational designing. There are various factors that
have been contributing to the complicacy to maintain and install the system. This involves the hazard
to cope with broad and many difficult activities (Libby 2017).
Discussion on Side 4:
Project and program management and development

2IT GOVERNANCE AND CHANGE MANAGEMENT PROPOSAL
Managing interventions, project development and various programs addressing the
weaknesses in the performance of Victorian government. Besides, there are various factors that
explain the issues that are found with governments to measure project performance and programs.
This involves the lack of clarity to measure the performances, rigour to plan and lack of system. This
also involves poor system evaluation and monitoring (Metcalf and Morelli 2015).
Institutional development:
The intervention of institutional development has been indicating to develop the ability of the
Victorian Government. This is to control the linkages and relationships of the additional entities at
the society (Cahill 2017). Through this, the Victorian Government can lay the societal roles larger
than that can be done.
Discussion on Side 5:
Step 1: Creating Urgency:
This is helpful to determine potential threats and create scenarios. They have been showing
that can occur and evaluate the scopes. This also involves the support of requests from various
clients and external stakeholders to strengthen the argument (Hackman 2017).
Step 2: Forming a Powerful Coalition:
This includes the asking for the emotional commitments for those primary people (Barrow
and Toney-Butler 2018). Besides, the teams must be checked for the weak areas and assure that there
is no effective admixture of an individual for various departments and levels of the Victorian
government.
Step 3: Creating a Vision for Change:

3IT GOVERNANCE AND CHANGE MANAGEMENT PROPOSAL
This is helpful to determine the values and generate a short summary. This also helps in
assuring the change coalition demonstrating the vision very shortly (Libby 2017).
Step 4: Communicating the Vision:
This is useful to consider the change vision frequently. It is helpful to address the anxieties
and concerns of the people honestly and openly (Hughes 2015).
Discussion on Slide 6:
Removing Obstacles:
It is useful to change, hire and determine leaders whose primary role is to provide the
changes. It is useful to denote the organizational structures, performance compensations, job
descriptions and assure that they are a line to the vision.
Creating Short-Term Wins:
They have been fetching the projects that are sure-fits. This can be deployed despite the help
to strong cities of the modifications. They have been through analyzing the effective benefits and
disadvantages of the targets (Metcalf and Morelli 2015).
Building on the Change:
As the goal is achieved, it must be achieved what has gone wrong and what was required to
develop. It is helpful to set goals and continue to create the momentum gained. This is developed on
the notion of the constant implement. Here, the ideas must be fresh enough by inviting the latest
change leaders and agents for the coalition of change (Murphy and Haden 2015).
Anchor the Changes in Corporate Culture:

4IT GOVERNANCE AND CHANGE MANAGEMENT PROPOSAL
The signs of progress must be considered for all the changes that are received. The success
stories must be shared regarding the process of change. The stories can be repeated that is heard.
Further, the values and ideals of the change must be include while training and hiring the new staffs.
Moreover, the key members have been identifying the actual change of caution. They have been
assuring the residual staffs, old and new and remembering the contributions (Hassan 2018). Apart
from this, plans must be developed for replacing the primary leaders of changes as they have been
moving on. It is helpful to assure that the legacy is not forgotten and lost.
Discussion on Side 7:
It is proved from this presentation that the managers have required competencies for
managing the team through the change process. This helps to deal with the process of changes and
evaluate and monitor the changes. It is useful for decreasing the probable resistances for changes and
deploy the objectives of changes as gained.