IST-Sustain Practices

Adoption Curve:  Laggards are the last to adopt the innovation and often resist the change until it becomes unavoidable.  Reinforcing the success of the change and celebrating milestones helps integrate the new practices into the organization’s culture. Laggards are more likely to adopt the change once it becomes the standard practice and they see that it has been successfully integrated by everyone else.

Managing Transitions: Stakeholders are now fully in the New Beginning phase, where they have embraced the change and are ready to operate within the new systems and structures.  As the change becomes more integrated, stakeholders may feel fatigued if progress isn’t recognized or the benefits aren’t visible. Alternatively, they may feel motivated if their efforts are acknowledged and rewarded.

Potential Resistance:

• Change Fatigue: Stakeholders may resist sustained practices if they feel the change process is too long or burdensome.
• Lack of Motivation: Without proper reinforcement or recognition, some may revert to old habits or stop engaging with the change.

Strategies for Overcoming Resistance: 

Reinforce the new behaviors and ensure stakeholders have a sense of accomplishment. Encourage ongoing development through continuous feedback loops and recognition of success. Celebrate small wins to solidify the transition and create a positive association with the new ways of working.

• Regularly measure and track progress to ensure adoption.
• Recognize efforts and celebrate milestones to boost morale.
• Stay flexible and adjust strategies based on real-time feedback to keep the momentum alive.

Key Actions

• Measure Adoption: Implement regular assessments to evaluate the extent to which employees are adhering to new processes, utilizing new systems, and embracing the expected behaviors. Use a mix of qualitative and quantitative metrics, such as performance indicators, surveys, and observation. Frequency of the assessments may vary for each initiative. 
• Clarify Transition Plans: Develop and disseminate a comprehensive transition plan that outlines the timeline for full adoption, including key milestones and deadlines. Ensure all employees are informed and understand the critical path of the change process.  Provide regular updates on progress toward milestones to keep everyone aligned and accountable, reinforcing the importance of collective effort in achieving the change objectives.
• Reinforce Behaviors: Create and implement recognition programs, rewards, or incentives that celebrate individuals and teams who exemplify the desired behaviors associated with the change. This positive reinforcement encourages others to follow suit and reinforces a culture of accountability and excellence.
• Adjust as Needed: Based on ongoing feedback and performance data, remain flexible and ready to make necessary adjustments to the change strategy or support systems. Regularly engage with employees to solicit their input on what is working well and where challenges persist. Utilize data analytics to drive decision-making, ensuring that adjustments are informed by evidence and align with the organization’s strategic objectives.
• Celebrate Successes: Acknowledge and celebrate both small wins and major milestones throughout the change journey to maintain morale and momentum. Organize recognition events, team celebrations, or communication campaigns that highlight achievements and reinforce the collective effort involved in the transition. Share success stories across the organization, illustrating the positive impact of the change and motivating others to engage with the new practices.
  • Pro Tip: Don’t be tempted to skip recognizing success. Recognizing success provides an opportunity for positive reinforcement. Positive reinforcements is POWERFUL and can help minimize change fatigue.

Communication Opportunity

• Reinforce the realized benefits.

Outcomes

• Sustained adoption of new processes and behaviors: Employees consistently follow the new processes and behaviors, demonstrating a commitment to the change initiative and contributing to the overall success of the organization.
• Continuous Monitoring and Adjustment for Optimization:
• Ongoing evaluation and adaptation of strategies ensure that the change remains relevant and effective, leading to continuous improvement and optimization of practices.
• A Culture of Change and Adaptability: By embedding the principles of change management into the culture, employees develop a mindset of adaptability and resilience, ready to embrace future changes with enthusiasm and confidence.

Roles and Scalability

Project Size	Key Communications	Outcomes	Change Manager Role	Change Leader Role
Small	Conduct informal check-ins and make small adjustments based on immediate feedback..	Quick resolution of issues, ensuring sustained change.	Hold informal check-ins with stakeholders and make quick adjustments to address issues as they arise.	Ensure sponsors remain engaged and are held accountable for sustaining the change.
Medium	Measure adoption through feedback loops and recognition programs, making necessary adjustments to reinforce desired behaviors.	Behaviors are consistently reinforced, leading to sustained project success.	Monitor progress through formal feedback mechanisms, adjust processes as needed, and lead initiatives to reinforce positive behaviors.	Provide leadership support for sustaining efforts, ensuring behaviors are reinforced through recognition programs and ongoing monitoring.
Large	Track detailed adoption metrics, review progress regularly, and make strategic adjustments. Celebrate major milestones across the organization.	Comprehensive adoption and sustained change across the organization, ensuring long-term success.	Oversee long-term monitoring of change adoption, track metrics, and coordinate efforts to sustain behaviors through reward systems and strategic adjustments.	Guide the organization’s long-term strategy for sustaining change, ensuring that successes are celebrated and adoption rates remain high.

Training

LinkedIn Learning Path: 

• How to make change stick – the importance of making the change a habit
• Lasting change 
• Deliver outputs
• Measuring change is key to success
• Implementation and learning

Tools/Resources

Sample communication related to sustaining practices.

Checklist

• Define and schedule events/ways to celebrate the success.
• Create regular time intervals to check in and reflect on feedback
• Clarify post-change roles and responsibilities
• Have a mechanism in place to collect feedback for continuous improvement

Pro Tip: Don’t be tempted to skip recognizing success. Recognizing success provides an opportunity for positive reinforcement. Positive reinforcements is POWERFUL and can help minimize change fatigue.

Adoption Curve (need better name for this):  The early majority is more cautious but pragmatic. They wait to see the effectiveness of the change before committing fully.  The early majority starts to evaluate whether the change is practical and beneficial. At this stage, pilot programs or initial rollouts are beneficial in demonstrating success, thus convincing this group that the change is worthwhile and achievable.Stakeholder/Customer Transition Phase: This phase marks a transition between the old and the new. Stakeholders may be in the Neutral Zone, feeling uncertain or confused about the change and their roles. This is the time for reflection, as stakeholders assess how equipped they are for the new reality.  At this stage, stakeholders may feel concerned about their ability to handle the change. They might experience anxiety if they perceive that they lack the necessary skills or resources.

Potential Resistance:

Fear of Failure: Resistance may occur if stakeholders are afraid they will not be able to master new skills or processes.Perception of Irrelevance: They may resist if they feel that the training is not applicable to their needs or daily responsibilities.Strategies for Overcoming Resistance: Provide structured, role-specific training programs that build confidence. By offering diverse learning formats and continuous support, the change manager can help stakeholders gradually move from the uncertainty of the Neutral Zone to embrace new skills and responsibilities.

• Customize training to address specific stakeholder roles and responsibilities.Offer multiple training formats to cater to different learning preferences.Provide ongoing support such as help desks or mentorship programs to ease the transition.
Key Actions
• Review the Readiness Assessment Report: Carefully analyze the Readiness Assessment Report to identify any learning-related actions required for the change. Address specific areas where training or development is needed to bridge the gap between current and required skills.  Prioritize high-impact areas where skill deficiencies or lack of understanding could significantly hinder change adoption.  Some examples may include any or all of the following:
  
  • Customized Training Programs: Develop and deliver tailored training programs that cater to the specific needs of different roles, departments, or skill levels within the organization. A one-size-fits-all approach may overlook key nuances, so ensuring the content is relevant to each group’s daily responsibilities is essential for effectiveness.Incorporate role-based scenarios, hands-on exercises, and practical applications that directly relate to employees’ day-to-day tasks, ensuring training is not only theoretical but also highly practical.Varied Learning Formats: Leverage multiple training formats to cater to different learning preferences and needs. Offer a combination of e-learning modules, live workshops, hands-on training sessions, peer-to-peer coaching, and mentorship opportunities to ensure employees have a variety of ways to absorb information. Incorporate micro-learning, where bite-sized lessons are provided in short, easily digestible formats that allow employees to learn incrementally without overwhelming them.Continuous Learning Support: Establish ongoing support mechanisms beyond the initial training phase to reinforce learning and address any challenges employees may face post-training. Create resources such as FAQs, help desks, virtual support centers, and peer support networks where employees can quickly access help when needed. Consider assigning change champions or subject matter experts who are readily available to assist employees and provide guidance in real-time as they navigate the new systems or processes.
  
  
Communication Opportunity
• Repeat, repeat, repeat the Big Why and key message.
Outcomes
• Employees equipped with skills to handle the change: Employees will be well-prepared to handle the new systems, processes, or behaviors, enabling them to maintain productivity and efficiency during and after the transition.Increased confidence in adopting new systems/processes: Through comprehensive training and continuous support, employees will gain the confidence to embrace the change with minimal hesitation or resistance, fostering smoother adoption across the organization.Reduced Resistance and Accelerated Adoption: By addressing learning gaps proactively, the organization minimizes the risk of resistance due to uncertainty or lack of knowledge, facilitating faster and more widespread adoption of the change.
Roles and Scalability

Project SizeKey CommunicationsOutcomesChange Manager RoleChange Leader RoleSmallProvide basic training focused on the immediate needs of impacted employees.Employees acquire necessary skills quickly with minimal disruption.Develop and deliver concise training sessions, focusing on immediate needs.Support the delivery of training by reinforcing its importance to project success.MediumOffer formal training programs that are specific to team roles, using a mix of online and in-person formats.Employees are well-prepared for the change through targeted training.Coordinate with HR or training specialists to create role-specific training and ensure employees receive the necessary support.Ensure leadership is actively involved in training efforts, encouraging participation and follow-through.LargeDevelop comprehensive, multi-tiered training programs across the organization, using varied formats like e-learning, workshops, and mentoring.The organization is fully equipped with the knowledge and skills needed for successful change adoption.Lead the design and execution of a large-scale training strategy, involving multiple delivery methods and continuous learning support.Oversee the alignment of training with strategic objectives, ensuring that training programs are robust, continuous, and adequately supported.

Training

LinkedIn Learning Path: 

• Helping employees understand how to change How to get employees invested in change Plan learning needsEffect of the learning dip when delivering changeAssessing learning needs for change projects

Tools/ResourcesSample communication to assess address learning gapsChecklist

• Know what needs to changeDevelop plan for how to do it
  
  • Know the training needs/gapsKnow how distinct jobs will changeKnow the magnitude of changeCreate a plan for addressing skills gaps
  
  

Know what needs to change

Develop plan for how to do it

Know the training needs/gaps

Know how distinct jobs will change

Know the magnitude of change