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.

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.

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.