When it comes to Change Management, there are countless frameworks and methodologies to research, learn from and use. Kotter’s 8 step approach, Lewin’s Unfreeze, Change, Freeze model, Change Management Institute’s CMBOK, Prosci’s ADKAR Model… all highly valuable enablers and world recognised toolkits when leading and implementing change.
Our approach to change continually learns and applies the principles from all of them. Change is about people. Change is about enabling. Change is about collaboration. In it’s simplest terms, change is about taking people through three stages:
Each of these three areas can have multiple enablers and tasks under them. We use these phases in our consultative approach to change and include the right people at the right time. We believe control should always be a two way street so we ensure all opinions contribute and provide value with strategy and direction. Insights into business requirements and future state are drawn from multiple stakeholders to build a robust story and purpose behind the change.
How would you you divide the allocation of time and resources for these three phases in your project? Let us know in the comments!