Employee Change Adoption - Aligning Processes, Systems and Leadership

Updated: Apr 3

"Organisational alignment of the employees, its processes and systems, directed by the leadership are critical for change adoption"

Employee change adoption is fundamental to successful organisational change. It is about facilitating and enabling the smooth transition of the organisation and employees from the current state ‘a’ to the future improved state ‘B’. Without full employee adoption of the new technology or new way of working, the organisation is unlikely to improve operating performance, achieve the targeted benefits or return on investment (ROI). The organisation’s investment will be lost, as will customers who expect continually improving products and services.

Organisational alignment is critical and can be defined as the extent to which employees, processes and systems are coordinated and focused on a common vision. The leadership team and every employee can then effectively pursue the organisation’s strategic objectives. Alignment is the key to any successful organisation during normal day-to-day operations. It is also extremely important when implementing change, especially when there is a focus on either employee change adoption or behaviour change.

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Organisational change alignment starts with a compelling change vision that inspires employees and gives them purpose. It is supported by the organisation’s strategy, values and beliefs. The development of this vision relies on effective and proactive change leadership and as the change vision is articulated by the leaders, then organisational change implementation can commence. Successful change requires the alignment of employees, processes and systems, directed by the leadership (EPSL) and supported by the change team. The key elements that need to be aligned are:

  • Employees: Individuals hired by an employer to perform a specific role that adds value to the organisation.

  • Processes: A system of activities by which a business creates a specific result for its customers. These are the foundation of how the organisation operates.

  • Systems: A set of interconnected devices that provide outputs. They execute and control the internal processes and procedures that deliver the organisation’s products or services.

  • Leadership: Individuals leading the organisation who are collectively responsible for strategy execution and its inherent change programmes.

These four elements will be needed to transition the organisation from the current ‘a’ state at the start of the change through to the future ‘B’ state. Change implementation will be successful when the employees adopt the change and when the organisation can sustain and close the change programme. Some of the practical benefits of achieving organisation change alignment are:

  • Increased speed of change implementation.

  • Improved employee engagement and higher adoption rates.

  • More effective use of organisational resources.

  • Increased leadership credibility and respect.

  • Increased customer satisfaction through higher quality products and services.

"An organisation is built on the three pillars of employees, processes and systems. Change adoption requires leadership focus on all three"

This blog is based on: Change Management Adoption – Leadership of Change® Volume 5

Peter consults, speaks, and writes on the Leadership of Change®.

For further reading please visit our websites:




Leadership of Change®

Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E

Change Management Body of Knowledge (CMBoK), Leadership of Change® Body of Knowledge, Peter F Gallagher, Change Management Books, Leadership of Change Volumes 1 2 3 A B C 4 5 6 7, Change Management Fables, Change Management Pocket Guide, Change Management Handbook, Change Management Gamification, Change Management Adoption, Change Management Behaviour, Change Management Leadership, Change Management Sponsorship,