Who’s Ultimately Responsible for Change Success? Mark Porter 20 February 2024

Who’s Ultimately Responsible for Change Success?

Change is inevitable, but also a necessity for organizations to sustain competitive advantage. Successful change becomes embedded in the culture/operations of an organization. Your organization’s leadership is responsible and accountable for change success! Leaders require an understanding of basic neuroscience and psychology to ensure the change is executed and embedded.

Executive Change
  1. Communicate, communicate, communicate: remind team members reason for change
  2. Engage employees: change network, communication link, solutions team
    • Leverage SMEs
    • Identify checkpoints for success/challenges (feedback)
    • Problem resolution team
  3. Celebration of progression achievements
Sustaining Change
  1. Establish measurements in advance (Track Performance)
  2. Engage impacted audience in formal/informal feedback sessions
  3. Act upon feedback
  4. Continuous communication
  5. Coaching: support transition to desired behaviors, attitudes, and workflows
  6. Rewards/Recognition/Celebration
  7. Project “Post Analysis”
    • Organizational Performance: achieving results/outcomes
    • Individual Performance: Individuals adapting to change?
  8. Transfer ownership
Questions to Ask
  1. Are the owners of sustainment aware and agree to roles/responsibilities moving forward?
  2. Are we measuring the correct variables to assess change effectiveness?
  3. Who will continue to report on progress?
  4. Will employees know what to do and how to do it moving forward?

Sustained competitive advantage requires an organization to adapt to the needs/demands of internal and external clients. Understanding neuroscience and psychology of change helps ensure that the organization will not revert to the previous state or maintain the status quo. New organizational structures, controls, rewards systems, and business practices embedded in the corporate culture prevent backsliding from occurring. Coaching and developing leaders to the nuances of people behaviors/attitudes during the transition is critical for embedding the change and sustained competitive advantage!

Soteria Alliance has expertise in Change Management. We will lead your transition to the desired state, but more importantly we develop your leaders to ensure your culture accepts and embeds change for sustained competitive advantage.