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5 Steps to Organizational Change – Step 5: Thriving with Change

Posted Monday, January 2nd, 2017

In Part 5 of a 5 part series, Darwin co-founder Dr. Jim Rae discusses the critical steps required for managing organizational change successfully.

Assess, Develop, Align, Prepare and Thrive (ADAPT)!ThumbsUp

Using Darwin’s 5 Step ADAPT Workflow we accurately assessed the change-readiness of our organization, used existing employee data to develop a persuasive Stakeholder Engagement Plan and aligned middle managers to support our change initiative. After coordinating training, we created a unique Go Live event to mark the end of old behaviours and to celebrate new ones. Throughout this campaign, we have extended the influence of our sponsor’s leadership and communicated frequently with our stakeholders – equally listening and informing. Before the project is deemed a success or failure, however, we have one more critical task to complete.

Attribution Effect

This is the make-or-break moment for change managers as we are often subjected to the attribution effect. Attribution means we are either assigned too much blame for failure or given too much credit for project success due to factors beyond our control. Projects fail for a multitude of reasons – ineffective sponsorship, immature project management practices and inadequate resourcing. Similarly, changes succeed due to powerful leadership, robust change management practices and a competent development team. So how do we escape this attribution effect and really contribute to the bottom line?

Measure, Take Action, Measure Again

Remember the stakeholder data we uploaded to the Darwin Change Management Platform at the beginning of the workflow? Now we use that same data to measure project success. Backed by field-tested research, Darwin asks stakeholders how many are actually using the new technology, processes or behaviour change. We find out where stakeholders are in the learning curve, how quickly they are adapting and how much value they are now adding. If stakeholders are NOT participating in the new initiative, we find out why. And we take the corrective action necessary to save the initiative.

Armed with this critical data, we are able to give definitive change management answers to sponsors, project team members, executives and employees while taking appropriate actions. We are able to show the value of our change management skill set. No more assigning blame or guessing at our success.

Time to Evolve

Still using Excel and paper for your change management initiatives? It’s time to evolve. Benefit from evolution with the Darwin Change Management Platform©.


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