We recognize the different requirements when going through change. This chart summarizes the relationship between the types of change organizations experience and the activities that have to be addressed to implement the various initiatives to achieve the desired results.
When engaging in any new Strategic initiatives we have found that it is critical to understand what the impact will be to the company or business unit. When Executives appreciate the continuum from Fine Tuning to Transformation they are able to set the appropriate level of expectations required to change.
Understanding that each Organizing Principle correlates with Behaviors  which then focus the nature of Process changes which impacts the Language used to communicate to our customers, employees and other stakeholders; an organization experiences greater alignment and acceptance of the new changes.



Rapid adoption of change involves an integrated approach to the following 8 elements
Stakeholder Assessment-Identify the key “stakeholders” that will be impacted by changes related to the initiative (process, technology, measures) and evaluate their state of readiness
Communication Strategy/Planning- Develop an overall communication plan for each phase of implementation focused on all audiences and utilize multiple channels
Deploy Two-way, Multi-Audience Communication Plan- It is critical to create a plan to receive feedback and continually measure the effectiveness of the communication strategy
Expectation setting and Measurement- Clearly define expected outcomes and develop the right measures. Accountability and recognition are critical and must be designed.
Training-Design and develop instructional materials for new processes and technologies. This may include job and organization restructuring
Knowledge Management/Transfer- Define the process for capturing and storing and accessing knowledge, information and best practices for the key stakeholders.