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Organisation Change Management Implementation Spectrum© Approaches

Updated: Oct 10, 2022

"Change waits for no leader"

The Leadership of Change® defines three typical organisational change implementation approaches; (a) leadership, sponsorship, and implementation, (b) employee adoption, (c) employee support. They are all important, but some impact change implementation success more than others. Change professionals will tend to have a single preference on where they focus and operate. Each approach has advantages and disadvantages for the change team.

Peter F Gallagher, Change Management Implementation Spectrum, Change Management, Change Management Leadership, Leadership Of Change, Change Management Leadership Responsibilities, Change Management Speakers, Change Management Experts, Change Management Global Thought Leaders, Change Management Body of Knowledge (CMBoK),

(a) Approach 1 - Leadership, Sponsorship and Implementation: This is about getting an effective and proactive sponsor, aligning the leadership team and ensuring they know their key change leadership responsibilities. I have yet to encounter a successful change implementation, without an effective and proactive sponsor, backed by an aligned leadership team with change leadership skills and knowledge. Leaders and sponsors are supported by a change management framework to implement the change programme and achieve benefits realisation and that Return on Investment.

Advantages: Leaders control the organisation’s resources and agenda time.

Disadvantages: Narcissists, indifferent delegators or silo-focused leaders can be difficult to work with.

(b) Approach 2 - Employee Adoption: Achieving employee change adoption in a major organisational change or transformation is usually one of the main business objectives for the organisation and its leadership team. Maximising employee adoption and making it sustainable should ensure the targeted ROI, full benefits realisation and result in a higher performing organisation. Employees should be supported through the change adoption process, being provided with Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®).

Advantages: Employees are fully supported and engaged through the change transition process.

Disadvantages: Unless the leaders are directly involved in the adoption process, the change team will compete against normal day-to-day operations for critical resources.

(c) Approach 3 - Employee Support: We now live in the “Age of the Employee” and employees want collaboration, to feel included, valued, and engaged. This means organisations and their leaders will have to have a strategy and service offerings that ensure the wellbeing of their employees. This becomes more important during organisational change and transformation, especially mindfulness, burnout, inclusion, etc.

Advantages: It enhances the employee change transition experience and makes employees feel good.

Disadvantages: Unless these activities are directly linked and supported by leaders, these efforts may only have temporary benefits.

"An organisation and its leaders cannot delegate change to a different and isolated internal change team or even experienced external consultants, expecting change implementation to supersede current normal day-to-day operations to become the new way of working"

This blog is based on my book: Change Management Leadership - Leadership of Change Volume 4

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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,

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Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.

Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).

Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2022-2021-2020) by Thinkers360.

Ranked #2 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (Dec 2020) by Thinkers360.

Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (Aug 2020) by Thinkers360.

Business Book Ranking

Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.

Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.

Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.

Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.

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