Change Management Model:
The CHANGE Approach™
A powerful new model for leading and managing effective change in organizations.
Managing Uncertainty in Change
A number of organizational change models exist for you to choose from. Some are overly simple to be of practical use, while others are too complex to apply to real change efforts. Our model shines a light on the complex interplay of players and forces for and against change without detracting from its key purpose of guiding practical action.
In spite of the fact that change programs are inherently unpredictable and messy, our model gives your organization the best chance of success by helping you reduce the risk from these uncertainties. By understanding and managing the various forces at work, your organization is better placed to achieve a successful outcome.
Our CHANGE Approach™ exemplifies a disciplined change management process for leading and managing change. It guides you from the initial good idea through to eventual institutionalization of the new way of working. Working methodically through the six change management phases ensures that you complete the essential activities for successful change: creating a sense of urgency, gathering support, agreeing objectives, clarifying roles, building skills and systems, and operationalizing the new environment.
The CHANGE Approach™ Checklist
Each phase is characterized by a set of key questions. Answering these questions will help you identify which stage you are in and whether you are ready to proceed to the next stage of the change management process. If you cannot answer one or more questions fully, do more work in that phase before moving to the next.
- Is there a clear and compelling reason for adopting this change program?
- Is it clear how, when and where this change will happen?
- What is required to keep the initiative moving forward?
- Is the objective data needed to convince the skeptics available?
- Do people feel the urgency to change?
- Who are the stakeholders in this change?
- What are the motivators for each stakeholder?
- Does the senior executive team support this change?
- Has a communication plan been developed?
- Are all stakeholders engaged in the change process?
- Is the training plan sufficiently scoped and adequately resourced?
- Are teams being developed and supported for high performance?
- Is support in place ensuring transfer of training to the workplace?
- Is there a focus on soft skills as well as technical skills?
- Do information, human resource and other systems support the new operational environment?
- Are performance results reported and successes celebrated?
- Is planning sufficient to ensure some quick wins?
- Are remuneration, rewards and recruitment systems aligned with the change objectives?
- Are new meanings provided through creating workplace symbols?
- Do managers and supervisors lead by example?
Find out more about how to apply the CHANGE Approach™ to your change initiative. Check out our comprehensive resource kit, packed with practical strategies and exercises designed to lead you through each step of the change process.