Common Challenge: Mistaking Activity for Impact
Quick Summary
A detailed change plan doesn’t automatically lead to successful adoption. The real difference between an average and a great change plan is not how many boxes are checked, but how well the plan enables people to shift behaviors and achieve results. This article breaks down the elements that elevate your plan from tactical to transformational.
The Challenge
Many change plans look impressive on paper, full of timelines, communications, and training events. But they often lack focus on people, miss key risks, or operate in isolation from the business. As a result, execution feels busy, but the outcomes fall short.
Why It Matters
A great change plan is a roadmap for people to move from current to future state. If it doesn’t reflect how people experience the change, or help them work through resistance, it’s just project noise. Worse, it can damage credibility and trust.
The LaMarsh Perspective
The LaMarsh Managed Change™ Model centers change planning on risk reduction and stakeholder engagement. A great plan uses structure, strategy, and empathy to drive adoption, not just activity.
Key Differences: Great vs. Average Change Plans
- Criteria: Focus, Stakeholder view, Risk management, Leader engagement, Integration with project, Success metrics.
- Average plan: Tasks and outputs, General audience messages, Rarely addressed, Minimal or passive, Separate track, Activity completion.
- Great plan: Adoption and outcomes, Tailored, risk-based engagement, Explicitly prioritized and mitigated, Active modeling and reinforcement, Embedded with project management, Behavior change and business impact.
How To Tips:
Start with the People
- Map who is impacted, what they need to do differently, and what risks they face.
Align with the Business
- Connect change activities directly to business goals and timelines.
Plan for Reinforcement
- Include post-implementation support, recognition, and feedback loops.
Engage Leaders Early
- Make their modeling and advocacy part of the plan, not an afterthought
Pro Tip
Great change plans aren’t bigger. They’re smarter. Focus on what drives adoption, not just completion.
Wrap-Up
