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6th Annual Corporate Counsel Symposium ?CRITICAL ISSUES FOR CHANGING TIMES? Protecting The Corporation In An Uncertain Economic Environment September 23 ? 25, 2009 OFNI Mandalay Hotel at Las Colin

How to fill out critical issues for changing

How to Fill Out Critical Issues for Changing:

1. Begin by identifying the specific critical issues that need to be addressed in the process of change. This could include potential risks, obstacles, or challenges that may arise during the change.
2. Clearly define each critical issue in detail. Provide a concise description of the issue and its potential impact on the change process.
3. Prioritize the critical issues based on their severity and potential consequences. Assign a level of importance or urgency to each issue to ensure they are addressed accordingly.
4. Develop a strategy or action plan for each critical issue. Determine the steps that need to be taken in order to mitigate or resolve the issue, and assign responsibilities to individuals or teams.
5. Outline any necessary resources or support needed to address the critical issues. This may include additional budget, manpower, or technology requirements.
6. Create a timeline or deadline for each critical issue. Assign specific dates or milestones for when each issue should be resolved or progress should be made.
7. Regularly review and update the critical issues list as the change process progresses. New issues may arise, or existing ones may change in importance or urgency.

Who Needs Critical Issues for Changing:

1. Senior management and leaders of the organization require critical issues for changing in order to make informed decisions about the change process. These individuals are responsible for overseeing and guiding the change and need to understand the potential obstacles and risks involved.
2. Change agents or project teams who are implementing the change also need critical issues for changing. These individuals need to be aware of potential challenges that may arise and develop strategies to overcome them.
3. Employees or stakeholders affected by the change need to be informed about critical issues for changing. This allows them to understand the potential impact of the change on their roles, responsibilities, and the overall organization.

In summary, filling out critical issues for changing involves identifying, defining, prioritizing, strategizing, and tracking potential obstacles or challenges. This information is crucial for senior management, change agents, and employees involved in the change process.

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