The Eight Questions of Change
Companies spend millions of dollars each year for programs designed to improve the competitiveness of their organizations. Without careful attention — from those leading the change initiative to the types of issues and concerns facing the change targets — the probability of success is greatly diminished.
Research suggests eight key components that affect readiness for change. How employees answer questions related to these components reflect their inclination to support or oppose the change initiative. The eight key components and related questions are:
- Discrepancy — Is there really a need for change?
- Appropriateness — Will this solution solve the problem?
- Trust — Do I trust the leaders who are supporting this change?
- Ability — Do I have the knowledge and skills necessary for me to succeed?
- "What's In It For Me?" — Is it worthwhile for me to change?
- Probability of Success — Will the change be implemented successfully?
- Behavior Awareness — Do I know what I am supposed to do differently?
- Coworker Support — Do my coworkers support the change?
Careful planning based on the eight questions can act as a positive force, overcoming inertia and setting the organization into positive motion.