1.
Shared Change Purpose
Create and share a compelling case for change that directs and motivates the people in the organisation – getting the urgency, buy-in and commitment you need.
2.
Effective Change Leadership
Build a critical network of skilled change leaders who will be accountable for change execution providing direction, guidance and support for the change.
3.
Powerful Engagement Processes
Develop and implement the processes needed to communicate with, involve, reward and up-skill your people in the development and execution of the change.
4.
Committed Local Sponsors
Assist middle and front-line managers – who are pivotal to engaging the organisation – to support change implementation by providing them with the skills, tools and motivation to work with their people during the change roll-out.
5.
Strong Personal Connection
Work with those managers to deliver personal already has a preferred change plans that help individuals change more effectively.
6.
Sustained Personal Performance
Help people to adapt personally and individually to the change – minimising disruption, maximising performance and embedding the transition in a way that really sticks and ensures you continue to realise the benefits of change.
These critical success factors are named for the business outcomes we’re seeking. Put them together, and you get our change management methodology, People-Centred Implementation (PCI®)—which you can learn in one of our change management courses.
Over to you! What do you think are the most critical success factors for organisational change?
