We discussed in a previous article five principles for change management that you can use as a systematic, comprehensive framework for change management. Here’s an additional five principles to help you further –

Principle 6: Communicate the Message

Too often, change leaders make the mistake of believing that others understand the issues, feel the need for the change, and see the new direction as clearly as they do. But the best change initiatives are those that reinforce core messages through regular, timely advice that is both inspirational and practicable.

Principle 7: Assess the Cultural Landscape

Successful change programs pick up speed and intensity as they cascade down. However, organizations often make the mistake of assessing culture either too late or not at all. Thorough cultural diagnostics can assess organizational readiness to change, bring major problems to the surface, identify conflicts, and define factors that can recognize and influence sources of leadership and resistance. 

Principle 8: Address Culture Explicitly

Once the culture is understood, it should be addressed as any other area in a change program. Leaders should be explicit about the culture and underlying behaviors that will best support the new way of doing things, and find opportunities to model and reward those behaviors. 

Principle 9. Prepare for the Unexpected

No change program goes completely according to plan. People react in unexpected ways; areas of anticipated resistance fall away; and the external environment shifts. Effectively managing change requires continual reassessment of its impact and the organization’s willingness and ability to adopt the next wave of transformation.

Principle 10: Speak to the Individual

Change is both an institutional journey and a very personal one. People think of their colleagues as a second family. Individuals need to know how their work will change, what is expected of them during and after the change program, how they will be measured, and what success or failure will mean for them and those around them.