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1 = Not at all | 2 = A little bit only | 3 = Fair | 4 = More than less | 5 = Absolutely
Step 1. Establish a sense of urgency
1. Individuals are asking challenging questions and validating for themselves the need of change.
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2. There is a sense that people have a greater awareness of the competition, the industry and the external environment.
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3. There is a general feeling that we cannot afford to fall short of meeting the objectives of the (name of the change initiative).
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4. More energy and effort is being directed toward meeting the objectives of the (name of the change initiative).
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Step 2. Create a guiding coalition
1. Leadership consistently provides the resources, information and support needed to move (name of the change initiative) forward.
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2. Leadership motivates and inspires others to participate in the change effort.
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3. Leadership maintains a consistent approach and direction.
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4. Leadership holds itself accountable for results.
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Step 3. Develop a change vision
1. Leadership can clearly articulate the change vision.
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2. Our change vision is compelling and desirable.
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3. Most people who will be affected by the change can articulate the vision in three minutes or less.
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4. The vision appeals to the long-term interest of everyone in the organization.
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Step 4. Communicate the vision for buy-in
1. We provide timely communication about the change effort.
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2. We keep communication about the change simple, candid, and heartfelt.
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3. We discuss the vision, goals, and strategies of the change in routine management meetings as well as in formal and informal gatherings.
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4. Progress of the change gets conveyed to all levels of the organization in a timely manner.
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Step 5. Empower broad-based action
1. We use recognition and reward systems that inspire, promote optimism, and build self-confidence.
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2. Leaders at all levels actively try to remove barriers that keep people from behaving in accordance with the vision.
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3. Individuals are able to take the action needed to do their jobs effectively without having to involve management in every situation.
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4. Managers/supervisors who are unwilling to support change and have the power to inhibit others from doing so are dealt with in an appropriate manner.
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Step 6. Generate short term wins
1. Quick results are made visible to all.
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2. Leaders at all levels use the results from short-term wins to demonstrate progress.
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3. We regularly recognize and celebrate achievements.
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4. Short-term wins are made visible to everyone.
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Step 7. Consolidate gains & produce more change
1. Leadership clearly monitors and measures the progress of change efforts.
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2. Leadership brings additional resources on board to ensure the success of change efforts.
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3. Leaders seek to use new situation opportunistically to further the change effort.
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4. Leadership does not declare premature victories.
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Step 8. Incorporate change into the culture
1. Leadership rewards and recognizes people whose behavior supports the change vision.
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2. Leaders consistently model the new behavior in support of the vision.
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3. Leadership is willing to let go of individuals who will not support the future of our organization.
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4. Clear performance measures have been created so that employees know when they are demonstrating the “right stuff”.
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