Change management can seem daunting, but it doesn't have to be. By breaking it down into manageable steps, the process becomes less overwhelming. Let's explore how to simplify this complex task and make it more approachable.
Micro is the New Mega
A persistent set of small, orchestrated changes is the best approach to drive large and lasting change at an organization
- Microchange management is based on human motivation and behavioral theory
- Daily short stand-up meetings ensure change initiatives stay in sync with rapidly evolving needs, and require smaller benchmarks to measure progress
Continuously measure, learn, and evolve
Embed change measurement into existing tools and evaluate for convenience, adoption, behavior, and value
- Pilot projects should include 2.5% of the eventual user population
- Learnings from the pilot should be used to refine and scale the rollout
- Adoption becomes significant when it reaches between 20 to 40%, and then becomes standard at 60%.
- To measure adoption autonomously, the process should be instrumented to produce data like usage patterns that can provide feedback for corrective action
Thinking micro allows an organization to deconstruct larger transformation into a number of smaller initiatives that each have a well-defined objective and outcome
These are delivered by small teams comprised of hybrid talent with diverse cross-functional skills.
- ask why a change is required, whether its value is incremental or exponential, and what change in behavior is needed
Change behavior through small modifications to habits and routines
Microchange management uses a synchronized combination of cues, nudges, and suggestions
- Each microchange should drive a small modification in a habit or routine
- “Routine +1” is a small but positive step that eventually leads to the ultimate behavioral shift with minimum resistance and risk
