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How can you manage a complex and large-scale change initiative?

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Managing a complex and large-scale change initiative can be challenging and risky, but also rewarding and beneficial for your organization. Change management is the process of planning, implementing, and sustaining changes that affect people, processes, and systems. It requires a clear vision, a strong leadership, and a collaborative approach that engages all stakeholders. In this article, you will learn how to use some of the most popular and effective change management frameworks to guide your change initiative and achieve your desired outcomes.

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1 ADKAR model

The ADKAR model is a goal-oriented framework that focuses on the individual level of change. It stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. These are the five elements that you need to address in order to help your employees understand, accept, and adopt the change. You can use the ADKAR model to assess the readiness and resistance of your staff, design communication and training strategies, and monitor and reinforce the progress of the change.

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2 Kotter's 8-step process

The Kotter's 8-step process is a comprehensive framework that covers the organizational level of change. It consists of eight sequential steps that you need to follow to create a sense of urgency, build a coalition, form a vision, communicate the vision, empower action, generate short-term wins, consolidate gains, and anchor the change. You can use the Kotter's 8-step process to align your leadership, mobilize your resources, and inspire your culture to embrace the change.

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3 McKinsey's 7S model

The McKinsey's 7S model is a diagnostic framework that analyzes the internal aspects of your organization that are affected by the change. It includes seven interrelated elements that you need to align and balance: Strategy, Structure, Systems, Shared values, Skills, Style, and Staff. You can use the McKinsey's 7S model to identify the gaps and inconsistencies between your current and desired state, and plan the actions and interventions that will address them.

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Darren Doyle

FCCA
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Perhaps one of the most important elements is staff buy in certainly within the service industry. While technology is making significant advances it can and does outpace those customers who possess some technology knowledge. I believe staff are still very important to "humanise" the service delivery.

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4 Lewin's change model

The Lewin's change model is a simple framework that describes the three stages of change: Unfreeze, Change, and Refreeze. The unfreeze stage involves preparing your organization for the change by reducing the barriers and increasing the motivation. The change stage involves implementing the change by providing support and guidance. The refreeze stage involves stabilizing the change by reinforcing the new behaviors and norms. You can use the Lewin's change model to manage the transition and overcome the inertia and resistance of your organization.

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5 Bridges' transition model

The Bridges' transition model is a psychological framework that explains how people experience and cope with change. It distinguishes between change, which is the external event, and transition, which is the internal process. It identifies three phases of transition: Ending, Losing, and Letting Go; The Neutral Zone; and The New Beginning. You can use the Bridges' transition model to understand the emotions and reactions of your employees, and provide them with the support and resources they need to adapt and thrive.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Clement King

COO & Risk/Compliance Executive: Enhancing Business Strategy & Transformation, Mitigating Risks, Non-Profit Board Advisor
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If a project is complex and large, it means it’s hard to explain and that’s not great. Any project needs to be explainable in bite sized chunks therefore your stakeholders can understand the benefits, upcoming milestones and end objectives. Use plain language and simplify, rather than being complex and too sophisticated.

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Jo?o Henrique Fernandes

Gerente de Qualidade | CSCP? | Change Management PROSCI? | HCMBOK? | HCMP?
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The most important is the top level management understand the value of having change management in a structered way, having autonomy, resources and independence to take decisions. Also keep in mind that change management must start together with the project ideation, much berore the approval process

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How can you manage a complex and large-scale change initiative?

1

2

3

4

5

6

1 ADKAR model

2 Kotter's 8-step process

3 McKinsey's 7S model

4 Lewin's change model

5 Bridges' transition model

6 Here’s what else to consider

Change Management

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How can you manage a complex and large-scale change initiative?

1

2

3

4

5

6

1 ADKAR model

2 Kotter's 8-step process

3 McKinsey's 7S model

4 Lewin's change model

5 Bridges' transition model

6 Here’s what else to consider

Change Management

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