5 points for better decisions, better preparation, and better outcomes

Key points

  • Common change management frameworks leave out important information about the change process, change fitness, and change readiness
  • This gap undermines the effectiveness of these frameworks
  • We provide a framework that fills these gaps allowing for better change outcomes
  • Change managers need insights into how stakeholders are likely to handle change from the outset so they can make better decisions and better preparations
  • We have tools that provide the insights you need

BEGIN WITH THE RIGHT FRAMEWORK

Frameworks underpin our thinking and help us make sense of the complexity and ambiguity of all the data we encounter. Frameworks act as supports and scaffolds, allowing us to hold certain ideas in relationship with a greater whole. But they also act as filters, blocking out information that cannot find its place on the framework of our thinking.

The problem with many of the change or change management frameworks we encounter lies not in what they include, but in what they leave out. Some are based on inappropriate or even incorrect understandings of what the change process is like, and most don’t really understand it well. So, that’s a major problem to begin with.

We probably don’t need to go too far into what most change management approaches include because, if you work in the field of organisational change, you should be very familiar with these concepts. In any case, people like Lewin, Kotter, Hiatt, and many others have written extensively on this topic.

But it’s what they leave out of their frameworks that is the most concerning of all.

They leave out the nature and implications of the change process. They leave out the personal capacity of stakeholders to succeed at the change process. And they largely leave out the readiness of the organisation to support stakeholders as they engage in the change process.

They include all the important tasks that change professionals should do to manage the change project, but they leave out all the important individual and group capacity issues that are the key to success for all those people whose jobs and lives are most affected by the changes.

There is a gap in most change management frameworks, and in our opinion, it undermines the effectiveness of these frameworks.

So, we encourage you to hear what we have to say about a framework that is based around the change process and people’s capacity to succeed at that process.

change professionals using tools

GET THE RIGHT INFORMATION

Trying to understand why people behave as they do is never an easy task. It may be easier to understand their behaviours if they are relaxed and having a good time, but most people are not relaxed during periods of change. They are usually stressed, uncertain about the future, and anxious about their performance. 

So, as change managers, you need ways into what people may be thinking and feeling. You need, as part of your overall framework, some insights into how different people handle change.

The concept of change fitness gives you these insights. Change fitness refers to our psychological capacity to overcome the load imposed on us by the change process. 

People who have low levels of change fitness are likely to struggle with change, to become resistant, to find it difficult to engage, and to have negative emotions towards it. If you know that someone has low levels of change fitness and you see that they have disengaged and become negative, you can understand why they are behaving as they do. In fact, you could almost have anticipated it. And the fact that you could have anticipated it means that you could have been prepared for it.

Of course, people with high levels of change fitness would likely behave differently around change. They might feel exhilarated by the change, seeing it as an opportunity to make things better and a fresh challenge to boot. Again, knowing who these people are ahead of time enables you to plan how to best use them during the change process.

Getting the right information about people is the key to making consistently good decisions. When you include capacity for the change process into your framework, you have the opportunity to make much better decisions with should lead to better outcomes.

If you would like to know more about how we can help you get better results, please book a time to talk with us.