A change management approach to increase odds of success in your organizational initiatives
Studies show that in most organizations, 2 out of 3 change initiatives fail. Learning this, is no wonder people and companies are resisting change. If I told you that only 1 out of 3 parachutes open, would you still jump?
But there are ways to increase those odds. And one of the best change management approaches is getting to know where your organization stands before you initiate the change. Then you can take measures in the areas where you need improvement.
The DICE framework
A tool that can help you check the status of your organization is the DICE framework.
For over three decades, the subject of change management was analysed, and research papers, theories, and study cases emerged. We have a lot more knowledge to help us pinpoint what went wrong for failed change initiatives. By applying math and science to this current knowledge, three researchers from BCG designed this easy to implement framework.
Using DICE, you can get a score that shows the likely success of a change initiative based on objective measures. Knowing this score lets you alter a project to increase its odds of success.
DICE acronym comes from:
Duration – total duration of projects, or the time between two milestones.
Team Performance Integrity – the team’s ability to execute successfully, with emphasis on the ability of the leader.
Commitment – levels of support, composed of backing from the sponsor and senior executives for the change and support from those who are impacted by the change.
Effort – how much effort will be required?
You can find formula to calculate your scores here: DICE Framework.
A score between 7 and 14 means you are highly likely to succeed, while one between 14 and 17 falls in the “Worry” zone. A score higher than 17 indicates your change initiative is not likely to succeed.
A higher score does not mean your organization should resist change. In some cases, change can be imminent.
We advise you to look at this score as a reality check for your organization. The idea is not to fear change but to find solutions for the things that are not at the desired level.
To increase the odds of success, find where your challenges are and deal with them one by one. That will lower the scores and get your project in the “Win” zone.
Getting the scores lower
For example, if you get a high score for the local commitment, meaning employees are highly reluctant to change, you can investigate further to get to a solution. A method like the “5 Why’s” could help you here.
The analysis could reveal that employees are avoiding change because they don’t understand how it affects them. You can organize workshops to help them deal with that. Our approach here is to apply a change management experiential simulation in which people get a better sense of how to handle the personal side of change by being actively involved. If employees don’t feel motivated, change the reward system. Knowing exactly where to act to increase odds, will bring the best results.
The change management approach means putting in work before the process implementation
There is no news in the fact that there’s work to be done before you start applying a change management process. The biggest challenges are there before change begins. Get those in order, and you will increase your odds in having a smooth sailing during the change implementation in your organization.