The Formula for Successful Organizational Change

 

Let's build on the concept of "many small fixes are beneficial" discussed in my last post. There is a model of organizational change management that specifies the areas of critical importance to change.  It is the Beckhard and Harris Formula. One interpretation of the formula is:

D x V x F > R

Where R is the resistance to change coming from the organization. This is what you need to push through to get your change-supporting project to completion. What are the critical factors to be able to generate a force stronger than the resistance?

D = Level of dissatisfaction with the status quo. The more dissatisfaction with the current processes or culture the better for the change effort.

V = Vision or the desirability of proposed change or end state. The more desirable that the organization feels the  new processes or culture will be the better.

F = First steps signifying  the practicality of the change. The less risk or disruption to the organization the better for the success of the change.

These guidelines can be derived from this powerful equation:

• If any of the critical factors on the left are 0, then the total for the critical factors multiplied together will equal zero. Each factor equally important to overcoming organizationa resistance.
• If any one factor is low, the entire ability to overcome organizational resistance is low. You can't ignore either of the factors.
• Increasing each factor is a powerful way to improve your ability to overcome resistance.
• If any one factor is low, concentrating efforts on bolstering that particular factor is the most effective order of business.

In my next post, I'll add more specific recommendations based on this equation.