Managing Complex Change Formula

Vision

Initially, there must be a vision. Why is change needed?  Is the vision shared and are people buying in?  Are there measurable, achievable goals?  A lack of vision leads to confusion. When the team asks questions such as “Why should I do this?”, “What are they trying to achieve?” or "Why is X suddenly more important now?" they may not realise the overall vision for change.

Consensus

The idea is that a leader cannot assume they have the power to push through change without gaining a consensus. In an era of flatter and self-directed organisational models, the underlying concept of “buy-in” is critical.

Skills

What skills are needed? Do employees and other contributors have expertise or training in what they are being asked to do? If not, will it be provided by someone they trust? Feeling as if skill or training is lacking may lead to anxiety.

Incentives

Employees typically also need incentives to make a change. How will it benefit them?  And is the effort that we put into changing going to be worth it?  Incentives are the piece that can either build consensus or build resistance among staff.  Incentives can be tangible such as monetary, or intangible such as personal achievement or prestige. And it’s important to create them with consistency and direct linkage to the vision.

Resources

A lack of resources leaves people frustrated.  What resources are readily available? Are they appropriate? Are there in-house people who are resources?  Is the distribution of resources fair?  What resources are needed and how will you get them?  Inadequate resources are a surefire way of adversely impacting morale and progress.

Action Plan

The action plan for change should be clear and developed by a representation of all stakeholders. Without it, people may feel as if they are running on a mouse wheel and not moving forward. They feel like they are going round and round without any clear direction even though they are working diligently. Without a plan, gaining traction and moving forward is impossible.

Related Pages:

• Achieving Alignment (Related to Vision)

• Alignment & OKRs (Related to Vision & Consensus)

• Making Better Decisions (Related to Consensus)

• Ability (Related to Skills)

• Motivation (Related to Incentives)

• Psychological Safety