5 Facets of Change describes the five key elements which need to be considered throughout the change lifecycle. They support a central concept which describes the actual change you are trying to embed in your organisation.
Define the Change - the Central Concept
Change Definition & Integration
Defines the business process and/or technology needed to support the change, and determines how the change will be integrated into the business operations of the organisation. The 5 Facets of Change support this central theme.
1. Lead the ChangeSponsorship, Change Team and Changeability
Defines the elements of change infrastructure required to initiate any serious change across an enterprise. These can be defined at the enterprise level and tailored for specific change projects.
Sponsorship - Builds sponsorship for the change and creates a learning organisation capable of planning, implementing and sustaining the change
Change Team - Establishes the team and support structures needed to plan, implement, and sustain the change
Changeability - Examines the propensity of the organisation towards change based on history, infrastructure and overall ability to change
2. Communicate the ChangeEducation, Training and Communication
Describes all communication activities associated with the change
Education & Training - Specifies a training and education program that will provide stakeholders with the skills and knowledge required for planning, implementing and sustaining the change(s)
Communication - Identifies two-way communication necessary to successfully plan, implement and sustain the change(s)
3. Manage the ChangePlanning, Management and Measurement
Defines all project management activities associated with implementing a change. Should align with organisational project management processes.
Planning & Management - Identifies the activities requirement to actively plan and manage the change to minimise the risk of failure
Measurement - Establishes a metrics program capable of tracking and monitoring business value measures, transition measures, and change readiness measures that will enable learning and continuous improvement.
4. Deal with the ChangePeople, Behaviour and Performance Management
People - Establishes how to deal with the people who will be affected by the change. Uses ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement)
Behaviour & Performance Management - Establishes mechanisms that will reinforce behaviours that support the change and eliminate mechanisms that reinforce dysfunctional behaviours
5. Relate to the Change
Stakeholder Relationship Management Identifies how to manage internal and external stakeholder expectations while planning, implementing and sustaining the change(s).