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.
- Disciplined Change Management
- Change Catalysts
- Reliable Teams
- Continuous Value Delivery
- Effective Leadership
Engagement Guidelines v1.0–DCM–0.6 © 2006 – 2018 Tomek Włodarek. All rights reserved.