HOW CHANGE-AGILE ARE YOU?

While embracing change is the key to organisational survival in our volatile, uncertain, complex and ambiguous world, John Kotter, renowned author of Leading Change, revealed that only 30 percent of change programs succeed.

Change by its very nature resists a clear and stable form. With change morphing over us at an almost feverish pace, many choose to disengage from it. The change has happened, but the transition — what goes on in people's hearts and minds as they go through change — has not caught up, with people emotionally detaching themselves from the change (Bridges 2009).

In a PwC survey of 1150 CEOs, 76% said that their ability to adapt to change will be a key source of competitive advantage in the future. A study by McKinsey found that 9 out of 10 executives said organisational agility was critical to business success and growing in importance over time. In our own survey based on employees in Singapore, 33% said that unaddressed emotional responses were a key factor hindering their involvement in the change initiative. This to us highlights a critical blindspot that leaders must learn to address effectively and promptly.

What are the enablers of change that will help employees to be emotionally invested in it? How can we help others to develop the agility to fully engage in the transition that follows every change initiative, inspire others to stay committed through the process of implementation, and thereby witness successful transformation of our organisations?

The Real Change™ Framework

Authored by Dr. Lily Cheng and published in the Journal of Business Review (GSTF), the Real Change™ Framework was developed for the very purpose of identifying the key factors that facilitate the successful implementation of change initiatives. The Real Change™ Framework — which was a product of Dr. Lily Cheng’s research based on 200 large-scale organisation changes within Asia and beyond — builds upon and significantly contributes to Armenakis and Bedeian’s Integrated Theoretical Framework with the 9 Enablers of Change it discusses.

With a keen appreciation of an organisation as “living” and “alive" because of the people who form and jointly create it, the Real Change™ Framework goes beyond helping organisations reach a desired state of change by enabling them to be change-agile. It ultimately empowers organisations to identify opportunitiesfor positive change and to proactively make transitions through change.

While most executives might be experts at their job, managing change is often unlike any other managerial task they have been entrusted with. It requires a different set of skills that have perhaps been left dormant or under-developed. When we go through change—regardless of whether it is in connection with new processes, new technology, or restructurings, —it is the individual that changes, not the organisation. At the end of the day, the organisation is made up of a lot of different individuals going through change at their own pace, so it makes sense that leaders start harnessing this energy and create a positive momentum towards the change!

What's so unique about Real Change™?

  • Although numerous frameworks for planned organisational change exist, Real Change™ was developed in a way that eliminates the gap between theory and practice by incorporating the perspectives of OD practitioners. Ultimately, each of the three dimensions — content, context and process —  of the Real Change™ Framework are within the circle of control of the OD practitioner, ensuring that change initiatives can be successfully implemented.
  • While the different dimensions of change are clearly detailed in other models of organisational change, Real Change™ goes further to explore the interdependencies between its 9 Enablers of Change and looks at them in a continuum, recognising that these enablers work together to enhance organisational change and that change transition is a journey.
  • Real Change is not a one-off classroom event, but walks with you through your change journey via a range of different learning sessions, including focus group interviews, open cafe facilitation, group coaching and skills-equipping workshops, all carried out in an interactive and authentic setting to suit your specific learning needs.