Intelligile

CHANGE ADOPTION

Change is not real until it becomes how the organization works.

Announcing change is different from adopting it. Lasting change depends on people understanding its meaning, leadership reinforcing it, capability supporting it, and organizational systems making the new way of working possible.

Current

Change is launched, but old behavior returns.

Possible

Clear meaning, ownership, capability, reinforcement, feedback, and learning sustain the change.

The adoption gap

Transformation goals are often achieved initially and then lost during execution and sustainment. McKinsey found that only 12% of respondents reported sustaining transformation goals for more than three years.

Projects with effective change management met or exceeded objectives 88% of the time, compared with 13% where change management was poor.

Change succeeds when the people side and the operating side move together.

Why change does not take hold

People may understand what is changing without understanding why. Leaders may support the change without reinforcing it consistently. Processes may change while measures, incentives, competencies, governance, and technology still support the old way of working.

The visible resistance is often only one part of the system.

  1. Meaning
  2. Leadership
  3. Ownership
  4. Capability
  5. Behavior
  6. Reinforcement

What sustained adoption requires

Current

Change launched but old behavior returns.

Possible

Clear meaning, ownership, capability, reinforcement, feedback, and learning sustain the change.

  1. Meaning
  2. Leadership
  3. Ownership
  4. Competency
  5. Behaviour
  6. Reinforcement
  7. Learning

Change becomes sustainable when the organization aligns what people are expected to do with what they are enabled, measured, rewarded, and supported to do.

From intended change to lived practice

We help clarify the intended change, understand the current condition, identify what is preventing adoption, align ownership and leadership, build the required capability, support implementation, and create the mechanisms that reinforce the new way of working.

  1. Intended change
  2. Understand the affected system
  3. Align ownership
  4. Build capability
  5. Support implementation
  6. Reinforce behavior
  7. Transfer capability

Build the capability to change again.

The objective is not simply to complete one change initiative. It is to strengthen the organization’s ability to understand, adopt, sustain, and evolve through future change.

Change becomes part of the organization’s capability—not an interruption to it.