![](https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEicJKMcuopYJyC9VdYL2MxX4iE75V57PYmLX2p1mH8uyz-_BUbpFDSC7zDj6o9WSg2dmtaz_TJGJuo7CPmbJ6pmWhfGGDII93TEOxXEM6pot0g2VFw6f73ys_HAHwRXc6FCr4t4Lc8dAeu8/s200/Blog+Photo+-+boreal-forest-canada.jpg)
It has been helpful to think about my target consumer - he or she is faced with planning and/or implementing a significant change at his or her workplace. This either could be a leader of a team that is undergoing the change or someone assigned to a role on the change implementation team. I have found that this person doesn't have a lot of time to skill-up for their role or even read (let alone digest) the latest book on how to make change work.
Thinking about past change initiatives, I realized that you need information most when you are faced with a question to answer or a decision to make. Questions like "How do I ensure executive exposure for my initiative?" or "How do I get an influencer back on side?" need to be answered quickly.
This week I decided to structure the book based on the key questions leaders need to answer about making a change. They will be organized linearly from set up, through implementation to post change. Often, change management is not linear, however, a general "start to finish" flow may help someone see how the questions tend to change in nature throughout an initiative.
So now that my book will be a question based format (the forest), I need to decide the content under each question (the trees).
Phil