More information: https://flevy.com/browse/flevypro/8-levers-to-change-management-3847 Change Management necessitates engaging and rallying people at all levels in the organization transition to a desired future. It is critical to ensure that the entire workforce is eager and ready to embrace the required new behaviors. More often than not, the technical side of a Change initiative is well planned, but it's the implementation part that fails—particularly, changing the mindsets and behaviors of the entire workforce to enable Change to stick. Change Management needs to focus on the "people side" of Transformation, by assisting people to incorporate new mindsets, processes, policies, practices, and behaviors. This deck highlights the 8 levers that are critical to make the workforce accept and support Change: 1. Defining the Change 2. Creating a Shared Need 3. Developing a Shared Vision 4. Leading the Change 5. Engaging and Mobilizing Stakeholders 6. Creating Accountability 7. Aligning Systems and Structures 8. Sustaining the Change The slide deck also includes some slide templates for you to use in your own business presentations.

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MANAGEMENT &LEADERSHIP STRATEGY,MARKETING,SALES OPERATIONS&SUPPLYCHAIN ORGANIZATION&CHANGE IT/MIS Other
The 8 Most Critical Levers to Managing and Sustaining
Change
Contributed by Mark Bridges on July 10, 2019 in Organization, Change, & HR
A Comprehensive Guide to
Change Management
199-slide PowerPoint presentation
Change Management
Methodology
64-slide PowerPoint presentation
Journey (Change) Management
Playbook
39-slide PowerPoint presentation
Change Readiness Assessment
Toolkit
20-page Word document
Most Transformation initiatives fail to achieve their anticipated objectives.
Change Management is all about engaging and rallying people at all levels in the organization make the transition and sustain that change. It
is critical to ensure that the entire workforce is eager and ready to embrace the required new behaviors. More often than not, the technical
side of a change initiative is well planned, but it’s the implementation part that fails—particularly, changing the mindsets and behaviors of the
entire workforce to enable change to stick.
Managing change is not an occasional affair; it is an iterative process that works on motivating human behavior to accept and adjust to a
desired state of mind. The process is naturally evolving as it adapts in accordance with the feedback from the people.

2. 10/21/2019 The 8 Most Critical Levers to Managing and Sustaining Change | flevy.com/blog
flevy.com/blog/the-8-most-critical-levers-to-managing-and-sustaining-change/ 2/11
Change Management demands a thorough yet organized approach to enable the “people
side” of change to work—essential for accommodating and sustaining Business
Transformations. This entails assisting people incorporate new mindsets, processes, policies,
practices, and behaviors.
A methodical approach to make the entire workforce accept and support change constitutes 8
critical levers:
1. Defining the Change
2. Creating a Shared Need
3. Developing a Shared Vision
4. Leading the Change
5. Engaging and Mobilizing Stakeholders
6. Creating Accountability
7. Aligning Systems and Structures
8. Sustaining the Change

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flevy.com/blog/the-8-most-critical-levers-to-managing-and-sustaining-change/ 4/11
Now, let’s discuss the first 4 levers in detail.
1. Defining the Change
The first step entails outlining the rationale, scope, and results of the change initiative for the enterprise, key departments, and roles. There is
a need to define critical elements, including the requirements from the initiative, the execution planning, and the adjustments needed to
encourage people to work better.
The project sponsors need to clearly outline the essence of the proposed Transformation initiative, to realistically embed Change Management
into the design of the program, and develop effective Change Management plans. An initial baseline of the expected effect of the program on
people should be performed. The baseline also helps analyze the impact of the change program—in terms of skills inventory, head-count
indications, adjustments in accountabilities and relationships, shifts in incentives and pay structures, and future learning needs.
2. Creating a Shared Need
Once the change and its impact has been delineated, the next thing to do is to create a shared understanding of the rationale for
Transformation across the organization. To create a shared need for the Transformation endeavor, the change sponsor needs to build
awareness of the necessity for change amongst the senior team, key stakeholders, and the entire organization; demonstrate to the people the
benefits of change; and set up a feedback mechanism across the organization. The alignment afforded by developing a shared need for change
helps build a strong footing for Transformation.
3. Developing a Shared Vision
An essential element of implementing transformation entails delineating a clear vision that outlines critical actions and the anticipated
outcomes. It helps in encouraging and involving the workforce in the Transformation initiative, giving them a sense of purpose by becoming a
part of something bigger. The vision of the organization after Transformation should be coherent with the company values and mission.
4. Leading the Change
This lever entails developing change leadership and implementation skills needed to drive and enable sustainable change. Engagement and
commitment of senior leaders is essential for leading change. They are responsible for planning their and the entire workforce’s actions,
demonstrating or role modeling the new mindsets and actions, designating program sponsors—e.g., business unit leaders who are
enthusiastic about the Transformation initiative and also act as change agents—motivating others to support transformation, and setting up a
road map for the change leaders to steer the organization to achieve the anticipated performance milestones.

5. 10/21/2019 The 8 Most Critical Levers to Managing and Sustaining Change | flevy.com/blog
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Interested in learning more about these levers to Change Management? You can download an editable PowerPoint on 8 Levers to Change
Management here on the Flevy documents marketplace.
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You can download this and hundreds of other consulting frameworks and consulting training guides from the FlevyPro library.
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About Mark Bridges
Mark Bridges is a Senior Director of Strategy at Flevy. Flevy is your go-to resource for best practices in business management, covering
management topics from Strategic Planning to Operational Excellence to Digital Transformation (view full list here). Learn how the Fortune
100 and global consulting firms do it. Improve the growth and efficiency of your organization by leveraging Flevy's library of best practice
methodologies and templates. Prior to Flevy, Mark worked as an Associate at McKinsey & Co. and holds an MBA from the Booth School of
Business at the University of Chicago. You can connect with Mark on LinkedIn here.
View all posts by Mark Bridges →

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