Organizational Change Implementation Planning

This topic is most often the most critical, yet most challenging and overlooked areas of need in any organization-business, schools, athletics and ministry.

Most organizations make assumptions (underestimates) on what it takes to gain the behavioral or skill changes they need to implement and gain adoption for a new initiative or strategy. Change failure rates continue to be high. Failures occur in the way of changes taking far longer than expected, missing their ROI targets, not achieving the level of competitiveness needed or simply not gaining the intended organizational outcomes and level of performance or commitments.

I find that when organizations make use of the following nine change model dimensions, they will significantly improve their ability to harness the intended changes. The goal is to create sustainability through change. This should improve your confidence and ability to achieve that.

Here are the 9 dimensions:

• Establish change goals

• Define intended outcomes

• Create the change program execution structure

• Assess the organization for readiness

• Engage the workforce/teams to gain change awareness, buy-in and planning

• Determine where there are leadership (or other) skill gaps, training and address

• Understand where the culture may need focus

• Implement a process to gain mindset and behavior change

• Also implement a process to manage conflict

This is a highly holistic and integrated model to seek to accomplish change.