A smart and simple visualization to show what happens if you neglect one of the five transformation dimensions: Vision, Skills, Incentives, Resources, and Action Plan, while managing complex change.
The framework for Managing Complex Change displayed below was published in 2000 by a group of educational leaders (Knoster T, Vila R and Thousand J).
Even though real life is never as organized as theoretical models, I find this framework to be a useful starting point.
It contains five dimensions required for managing complex change:
Vision
Skills
Incentives
Resources
Action Plan
And it visualizes the relationship between neglecting a dimension and the likely outcome.
*Adapted from Knoster T., Villa R., and Thousand J. (2000). A for thinking about systems change.
Here are some important points to consider, when thinking about these 5 dimensions:
1. VISION
Even more important than a vision is a clearly communicated vision. Even if this vision is where we will be at the end of next month. Communicating a vision through storytelling, evidence, with inspiration, compassion, and realism is the real challenge, but it is absolutely essential, to help all stakeholders see what is possible.
2. SKILLS
Any change means adapting the skills we have in the organization. It means enablement, enablement, and more enablement, as well as adding new "blood" with the relevant skillset if applicable.
Don't underestimate the importance of this dimension, and the challenges you will face while building the required skills.
3. INCENTIVES
Incentives can come in various shapes and forms. It doesn't necessarily have to mean direct compensation. It might mean recognition for the early adopters of the change or explaining how the change will improve the customer experience and the company's brand.
But the main point here is that if the incentive to maintain the status quo (which is always very significant in any organization), will be higher than the discomfort from the status quo and the momentum towards change, you will face resistance that might jeopardize significantly your entire transformation process.
4. RESOURCES
Needless to explain why without resources, frustration is the outcome.
Make sure to allocate the right resources to the change, and re-prioritize if needed.
Without "putting your money where your mouth is", the change process will result in frustration.
5. ACTION PLAN
Even if you can only see until the end of next month, have an action plan, communicate the plan clearly and get input into the plan.
But even more important than that, BE AGILE.
An agile plan that flexes with the daily shifts and iterations is mandatory in every complex change process.
Remember, everyone, including yourself, is on a massive learning curve.
There is only so much control you can have, but knowing where our action plan is at and letting people be aware of it is critical.