LaMarsh Global’s Managed Change™ Model and Methodology have been modified to incorporate the insights and experiences garnered from thousands of global practitioners, businesses, and thought leaders and from our personal experience applying the model, processes, and tools.
The original framework is solid and remains intact. The enhancements reinforce the need for better change strategy, planning, and governance. And although culture and history are no longer visible, these updates still emphasize the impact of culture and history on the ability of the organization to effectively manage the transition through the delta and to successfully mitigate stakeholder resistance. Existing tools and templates have been refined and new tools and processes have been added to support the Managed Change™ Methodology refresh.
INSIGHTS GUIDING THE MANAGED CHANGE™ METHODOLOGY 2.0 REFRESH:
- Resistance identification, analysis, and mitigation must be managed throughout the change life cycle.
- Governance establishes change project discipline and structures Sponsor, Change Agent, and Target engagement.
- Culture reinforces stakeholder values, beliefs, and behaviors and normalizes the organization’s willingness to change.
- History of past changes calibrates the probability of future successful change.
- Change Readiness consistently analyzes the preparedness of the organization and the risks blocking acceptance.
- Sponsor Development isolates and resolves unique leadership resistance issues impacting successful change.
- Delta State Performance prepares the business to manage the impact of multiple changes and sustain organizational effectiveness.
- Reinforcement of desired behaviors through the change recognizes adoption and accelerates acceptance.
- Sustained Performance requires the business to continuously monitor metrics and adjust processes to maintain performance goals realized through change.
- Change Strategy recognizes and incorporates the unique aspects of an organization’s culture, history, and risk tolerance to plan the change and calibrate expectations.
- Analysis, not the data collected by change tools, provides the insight and understanding required to manage change effectively and efficiently.
- Acceptable Level of Acceptance is defined by leadership’s willingness to articulate and enforce positive and/or adverse consequences.
- Scope and Scale of the change defines the level of Managed Change™ rigor required to effectively achieve the intended results.