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Change management

The principles of change management
(originally published by Booz & Company)
  • Address the “human side” systematically: It should be based on a realistic assessment of the organization’s history, readiness, and capacity to change.

  • Start at the top: Leaders must speak with one voice and model the desired behaviours

  • Involve every layer: Include plans for identifying leader and pushing responsibility down, so that change “cascades” through the school

  • Make the formal case: The articulation of a formal case for change and the creation of a written vision statement are invaluable opportunities to create or compel leadership-team alignment

  • Create ownership: Ownership is often best created by involving people in identifying problems and crafting solutions

  • Communicate the message: Reinforce core messages through regular, timely advice that is both inspirational and practicable

  • Assess the cultural landscape: Identify the core values, beliefs, behaviours, and perceptions that must be taken into account for successful change to occur

  • Address culture explicitly: Be explicit about culture and its underlying behaviors that will best support change. Develop a baseline and define an explicit end-state

  • Prepare for the unexpected: Continually reassess the impact of change and the school's willingness and ability to adopt transformation

  • Speak to the individual: Individuals need to know how their work will change, what is expected of them during change and what the results will mean for them

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