Steps for Successful Change Implementation

Don't manage projects with luck or hope. Instead, use my P.R.O.J.E.C.T framework: 1/ Planning → Build a roadmap before you start. → Define the scope and deliverables. → Prepare for risks with contingency plans. → Planning saves projects from chaos. 2/ Responsibility → Assign clear roles to every team member. → Use RACI charts to avoid confusion. → Make ownership a priority. → Accountability drives success. 3/ Objective Setting → Set SMART goals. → Align every task with the bigger picture. → Regularly review and refine objectives. → Clarity keeps teams focused. 4/ Juncture Evaluation → Break the project into milestones. → Review progress at critical points. → Adjust plans based on what’s working. → Progress is built through reflection. 5/ Execution → Stick to the schedule and manage resources wisely. → Address problems the moment they arise. → Execution is where strategy meets action. → Focused effort delivers results. 6/ Communication → Keep stakeholders informed with regular updates. → Encourage open dialogue within the team. → Transparency builds trust and avoids surprises. → Communication is the backbone of every project. 7/ Tracking → Monitor progress using KPIs that matter. → Regularly review and report performance. → Tracking prevents small issues from becoming big ones. → What gets measured gets managed. This framework simplifies the chaos. Which part of P.R.O.J.E.C.T will you master next? 📌 Want the high-res PDF? Click the link under my name to join my free newsletter. You’ll get this + 30 other resources instantly. ♻️ Repost and follow Justin Bateh, PhD for more.

According to a Bain survey, 65% of initiatives fail because they require significant behavioral change. Making business changes stick long-term is one of the greatest challenges leaders face. Here’s how to overcome this hurdle: 1. Clarify Objectives: Without crystal-clear objectives, your team will struggle to understand the "why" behind the change. Define the goals in simple, actionable terms that resonate with every level of the organization. 2. Reinforce Behavioral Change: Behavioral change isn't a one-time effort. It requires consistent reinforcement. Regularly communicate the importance of new behaviors, and celebrate small wins that align with the change. 3. Support Commitment to the Goal: Leaders must visibly commit to the change. This commitment builds trust and signals to the team that the initiative is not just another passing trend but a core part of the company's future. 4. Ensure Accountability: Accountability is critical. Assign clear ownership for each part of the initiative. Use metrics to track progress, and hold individuals and teams responsible for meeting their targets. 5. Combat the Swirl of the Day Job: One of the biggest obstacles to lasting change is the day-to-day swirl of existing responsibilities. Prioritize the change by integrating it into daily routines and making it part of the fabric of the organization. During a recent corporate carveout, we faced the challenge of transitioning from a legacy culture to a more agile, entrepreneurial mindset. The real hurdle wasn't just setting new strategies but ensuring everyone aligned with the new way of thinking. By focusing on these key areas—especially reinforcing new behaviors and combating the daily distractions—we successfully embedded the changes into the company’s DNA, turning a potential roadblock into a stepping stone for growth. Remember, the real problem often isn't the change itself but our collective unawareness of what truly needs to be done to make it stick. Focus on these key areas to ensure that your business changes become lasting improvements rather than temporary adjustments. #Leadership #ChangeManagement #BusinessTransformation #Carveout

What support can you provide your executives across the lifecycle of an initiative to put them in the best position as a sponsor, line the initiative up to deliver outcomes, and help the people of the organization align? In 2024 Prosci completed a fantastic (but under-publicized) study on elevating executive engagement. While my favorite sections of the research might be on making a strategic case for the ROI of change management and on adapting to the unique situation and sponsor, there was one whole section on the support that change practitioners can provide across the lifecycle of the effort - Initiation, Planning, Execution, Launch, and Sustainment. With five lifecycle stages matching the five columns on a #2025Bingo card, this finding seemed like the one to pull forward. Here is the support sponsors need (and #ChangeManagement practitioners provide) to deliver change outcomes by catalyzing adoption. The full "Elevating #Executive #Engagement" report is available in Research Hub in the Prosci Portal. 1 - Initiation Build Key Stakeholder Connections Define Clear Project Goals Define Team Member Responsibilities Support Organizational Priorities Show Early Project Successes 2 - Planning Involve Key Stakeholders Throughout Convey Information Clearly and Timely Identify and Mitigate Challenges Report Progress Frequently and Concisely Define Goals and Outcomes Clearly 3 - Execution Communicate Clearly Including Status Updates Actively Engage Stakeholders Prosci - your partner for change success! Identify and Manage Risk, Proactively Demonstrate Progress Clearly 4 - Launch Secure Key Players’ Active Support Prepare Organization for New Processes Update Status Regularly and Concisely Proactively Address Potential Launch Issues Establish Key Performance Indicators 5 - Sustainment Develop Long-Term Sustainability Strategies Report Project Progress Consistently Monitor Project Outcomes Achievement Gather User Input Continuously Reinforce Change Through Messaging

Ever tried to change a tire while the car's still moving? That's what implementing organizational change can feel like for you and your team. We've all been there. 😅 Pushing through changes without a clear strategy, hoping sheer determination and long nights would be enough. But nope. The change initiative ended in confusion, resistance, or maybe didn't make it across the finish line before everyone abandoned ship. I've been there—from implementing organization wide learning programs to updating team policies. And let me tell you, without a roadmap, it's chaos. 🌪️ ---From Chaos to Smoother Sailing---- Enter the Knoster Model for Managing Complex Change. It's like GPS for navigating the treacherous waters of change management. This model has been hanging in my office for the last 10 years, serving as a visual cue to ensure I have all 5 elements covered before taking on change initiatives. ----Here's the Model---- Vision + Skills + Incentives + Resources + Action Plan = Successful Change 🔹 Vision: Where we want to go 🔹 Skills: What we need to know 🔹 Incentives: Why we should care 🔹 Resources: What we need to use 🔹 Action Plan: How we'll get there -----The Impact of Missing an Element---- 🚫No Vision? Confusion reigns 🚫Lacking Skills? Anxiety spikes 🚫Forget Incentives? Resistance grows 🚫Skimp on Resources? Frustration builds 🚫Skip the Action Plan? False starts abound Over the years, this model has become my diagnostic tool. When I hear confusion about where we're going or what we're trying to achieve, I immediately know I haven't been clear on the vision element. 🚩 It's like a red flag waving, telling me to step back and refocus on communicating our goals and business objectives. Similarly, when I notice people are confused about how they're going to meet the vision, it's a clear sign that I haven't properly set them up for success with the right skills. This realization always prompts me to pause and reassess where I can improve. 🔄 It's a simple framework and can also be used as a self-assessment tool. Now, it's your turn to put this model into action: Think about a change initiative you're currently planning or struggling with. Which of the five elements needs your attention most? Is your vision crystal clear? Are your team's skills up to par? Which element are you excellent at?

Successful organizational change requires a solid strategy. Here’s how I help organizations make it stick: 👇 1️⃣ 𝐀𝐬𝐬𝐞𝐬𝐬 𝐭𝐡𝐞 𝐠𝐚𝐩. Where are you now? Where do you need to be? Without a clear understanding, you’re guessing, not leading. 2️⃣ 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐫𝐞𝐚𝐥 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. A change management plan isn’t optional. It aligns teams, removes confusion, and sets the foundation for success. 3️⃣ 𝐄𝐧𝐠𝐚𝐠𝐞 𝐛𝐨𝐭𝐡 𝐜𝐡𝐚𝐦𝐩𝐢𝐨𝐧𝐬 & 𝐬𝐤𝐞𝐩𝐭𝐢𝐜𝐬. The biggest mistake? Only listening to supporters. Skeptics reveal blind spots you can’t afford to ignore. 4️⃣ 𝐄𝐱𝐞𝐜𝐮𝐭𝐞 𝐤𝐞𝐲 𝐦𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬. Success happens in phases. If you don’t focus on critical moments, change loses momentum. 5️⃣ 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 & 𝐫𝐞𝐰𝐚𝐫𝐝 𝐞𝐚𝐫𝐥𝐲. Change is hard—celebrate wins, big or small. Recognition fuels momentum. 6️⃣ 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐬𝐭𝐢𝐜𝐤. Set new KPIs to track progress. Ensure the change becomes part of your culture, not just a temporary shift. Change isn’t an announcement. It’s a process. And the companies that do it right don’t just survive. They lead.

Too often sales managers and VP's 'Set Expectations' but then are SHOCKED when people don't follow through. More often than not it's because they skipped some VERY important steps when it comes to rolling out anything new. So for change management to really occur, any new process, these are the steps you have to follow. 1. Sell vs Tell - Sell WHAT you want done. Tell the story. Tell the impact. Sell the WHAT, not just tell it. 2. Explain the how - Aka WGLL (wiggle aka what good looks like) - Here is what good looks like. 3. Teach and Train - Don't just assume people know how to do it! You have to actually teach it step by step. 4. Get Agreement and Commitment - You need direct agreement back saying 'yes I will do this thing and I feel confident i can do this thing' 5. Do it together - The first few weeks/iterations ideally are done as a group. Get the momentum going, get the questions out of the way, etc. 6. Inspect and Follow Up - Don't let weeks go by and THEN check in. That needs to be done before something is due AND after. Don't wait for the miss. 7. The 4 R's - Recognize (If they did it, recognize them for it!) Reward (same idea, what does it unlock) Repercussion (If they didn't what are the repercussions) Repeat/Repetition (Keep it going. Review, Update, etc) This is change management. So if there are certain things your team is supposed to be doing but arent... Go to these 7 steps. Did you miss something?