Emphasize Execution, Not Methodology

Successful change programs are neither haphazard nor improvised. They are thoughtfully planned and executed. To this end, a change management methodology, or model, can be very useful in helping you think through the process and map out the work effort.

Clients and practitioners ask “what’s the best change model?” While there are a plethora of change models and methodologies available, there is nothing inherently magical about any of them. It is more important to execute thoroughly and consistently with whatever model you choose than it is to select the right model.

Most change models do a good job of providing a framework with the requisite change activities and guidance on when and how to execute those activities. The number of process steps and the names of the activities may vary from model to model but most share the fundamental elements. These fundamental are outlined below in the Accelerating Change & Transformation (ACT)^TM model.

While change is inherently messy and non-linear, successful change programs do follow a logical progression, starting with defining the change and ending with sustaining the change. Teams that attempt to “wing it” or skip steps in the change process—whichever model they use—threaten to short-change the objectives of the strategic initiative.

Emergent’s Accelerating Change & Transformation (ACT)^TM Process

Accelerating Change & Transformation (ACT)^TM is Emergent’s proprietary model for planning and implementing strategic change management in support of business transformation initiatives. It includes six practices which are supported by numerous best-of-breed activities, tactics, and tools. The ACT^TM model has been honed over years of use on many successful client projects.

Plan the Change is about identifying the purpose, scope, and outcomes of the change initiative. The focus is on determining a process that will be used to plan and drive the change effort forward. It’s also here that you will assemble a change team and establish the rules by which that team will operate.

Create a Sense of Urgency involves making it clear that the need to change is now and not tomorrow. The focus is on creating a compelling “story” and building a vision of the future that helps generate excitement and true commitment. It’s here you seek to establish a broad desire for change strong enough to overwhelm the collective resistance.

Lead the Change is about ensuring the business sponsors actively engage in the change effort on an on-going basis. The focus is on equipping team members to be change leaders and advocates who can influence others. It’s here that you will align leaders with the “what,” “why,” and “how” of the change initiative.

Engage the People involves informing all stakeholders and engaging priority stakeholders in the initiative. The focus is on reaching diverse stakeholder audiences through multiple communication channels and events. It’s here that you will ensure stakeholders have the resources and willingness to successfully change.

Align Systems & Structures entails establishing reward and incentive systems that promote desired behaviors and actions. The focus is on making sure that management practices are aligned to reinforce the changes. It’s here that you will adjust the necessary organizational elements to deliver sustainable results.

Sustain the Change is about maintaining a cadence of communications and stakeholder engagement activities. The focus is on highlighting the benefits of the changes and attainment of milestones in highly visible ways. It’s here that you will harness the lessons and best practices from this initiative so that they can be applied to future change efforts.