Disciplined Change Management

Discipline and consistency are key to sustainability of change.

Short-term Goals (3–12 months)

  • Change sponsor and change leader(s) roles are assigned. Accountabilities and responsibilities are defined.
  • Change vision and goal(s) are defined and consistently communicated. The percentage of employees who understand and subscribe to the change vision and its goal(s) is significant and growing.
  • Cross-functional change teams are formed and operate in a structured way (preferably Scrum) and use agile practices whenever appropriate.
  • Change progress is measured consistently and on cadence against change goal(s) using subjective measures and opinions.
  • Transparent ways of visualizing and communicating change teams’ activities and progress are in place.
  • Bottom-up feedback and organizational impediments processing mechanisms are in place. Questions, doubts and rumors are promptly addressed.

Long-term Goals (2–6 years)

  • Change progress is measured continuously against change goal(s) using a defined set of objective metrics. Metrics dashboards are used to enable empirical approach and hypothesis driven change.
  • Organizational values and policies are aligned with the change vision.
  • Change is successfully anchored in organizational culture. More and more teams get on board with the new way of working.
  • Agile mindset is clearly present across the organization.

Means to achieve goals

  • Hands-on day-to-day work with the change teams (coaching, mentoring, providing expertise and feedback).
  • Change leaders and change agents mentoring and coaching.
  • Agility audits and advisory reports.

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Engagement Guidelines v1.0–DCM–0.6 © 2006 – 2018 Tomek Włodarek. All rights reserved.