Our Change Enablement Framework will align any changes needed to the goal of successfully adopting and sustaining the change. We get buy-in from the people experiencing the change, and work with all who will have a part to play in making the change a success. We recognize that change is rarely absent and the continuity of change is reflected by the cyclic nature of the framework.
Awareness includes basic communications that a change will be happening. This may include newsletters, emails, posters or other easily accessible mass communication vehicles that will connect with desired audience.
Understanding progresses the engagement from basic communications to realise an educational value to the communications. This is the time to express an answers to the “why are we doing this?” question and provide some high level information on likely future state and new and improved activities. This will normally move the interactions to a more personal and physical engagement with the key stakeholders and users.
Implementation includes all development and delivery of training materials and active engagement with end users to confirm knowledge transfer. Assessment of ability in the new or improved activities and a level of experiential activity will take place at this time. In most change events, this will be the greatest period of activity and engagement with the business.
Adoption of new and changed approaches needs to be observed and supported. This is sometimes referred to as the application phase, as it manages the stakeholder and key users applying what they have previously learned and understood so that this becomes standard and common practice.
At the end of any change, it is important that the change is fully integrated and continues to be the standard practice. In the sustainment and final phase, plans are put in place to monitor and review the change at various points in the future as well as developing any requirements to maintain its presence in the workplace.