How To Troubleshoot Change

In Managing Complex Change, Delores Ambrose presented a matrix for creating a strategy for change and for evaluating change initiatives. It can be useful in identifying the reactions people are having to the change process and to understand why those reactions occurred. From there, one can consider what will need to be done to get a derailed change strategy back on track. The basic idea is as follows:

It begins with vision – a compelling future state. It provides direction and a sense of unity in a group. Without it, people are likely to feel confused.

Change requires that people move into new territory, but if they don’t feel that they have the necessary skills to effectively carry out their part, they will more than likely experience anxiety. Additionally, if there is no incentive, if people don’t see the value of the change – what’s in it for them – they are bound to be resistant to it. Incentives, while giving a rational for change, also help to build consensus.

Resources are those things that people feel they will need to carry out a change initiative. They could be physical or emotional resources. Without them they are likely to feel frustrated.

Finally, without a clear action plan, people will experience false starts – a sense of being on a treadmill, not really being able to get any traction.