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Change Agent

Across
Individual or group who has the power to legitimize change for people in their span of control.
A general term for the shared beliefs, values and expected behaviors of a group of individuals.
A partial execution of change to test or evaluate their cost, effectiveness and/or issues.
Person taking individual responsibility for enacting successful change.
The clear set of milestones and deliverables that show people how progress will be made during change, and the time needed to reach the future state/vision.
The difference between actual conditions and preferred ones.
the structured process by which individuals, teams and organizations are enabled to successfully transition from a current state to a proposed future state.
In major change this is a risk if people believe that their personal performance, resulting from the change will only be judged after they have had sufficient time to practice performance in the new way.
The current expectation, behaviors and practices that major change will disrupt.
Targets of the change, these are individuals or groups who must most change their behavior for the organizational initiative to succeed
The terms used to describe the point at which people are changing in either institutionalized or internalized for people such that they are making a necessary shift in behavior.
The desired outcome of a change effort.
The term used to describe any opposition from people to a shift in the status quo.
Down
The application of piloted changes or plans across an organization.
A deviation from plans or expectations.
The term used to refer to the individual or group responsible for building and deploying the implementation plans.
An identified objective of improvement, often based on the best observable case among other companies or organizations.
The synchronizing of efforts, organizations, individuals, or processes with each other.
A measurable performance level or as-is condition, against which changed levels are compared.
An imagined end state for an enterprise.
The condition of excess or duplicate processes, organizations, assets, or capabilities within an organization.
Forces or factors that cause an organization to be different.
An impediment to successful change.
The desired outcome of a change effort, the planned result of a transformation, also called the "to-be" condition.
Possible problems with change or its results