What is Change Management?

Hello everyone. Last time, at the end of “to-be (future state design)”, I wrote about monthly management (30/60/90 days review) and daily management (Daily standup) as a means of “putting the soul” into the execution of problem solving. We have completed “to-be (future state design)” up to last time.

Problem solving does not work well only with these “as-is” and “to-be”. From this time, we will go into various soft skills that support problem solvers. So, this time I would like to write about “change management”.

1. What is Change Management?

In problem solving, “execution is important“, and in many cases, “it is Gemba members who actually execute“, so I have written in this blog so far that “involving Gemba members is important“. Change management is necessary for that. If you’re working for consulting firms, I think you might say “we have to propose Change Management as well” or “we have to do Change Management”. However, isn’t it somehow a shadowy existence that is not the main one?

People who are working for general business companies (other than consulting firms) may not be very familiar with it, so let me share with you a definition. If you google it, you’ll find a lot, so let me post one link here. The definitions of other links are roughly the same, and they are like “a method to reduce confusion and resistance due to change, successfully promote change, and achieve results.” It’s easy to write, but it’s very important!

There are several representative approaches for Change Management, so let me introduce them here.

a) John Kotter’s “The 8 Steps for Leading Change”

Harvard Business School Professor John Kotter has compiled a process based on many failure cases of transformations. For more details, please see here.

The 8 Steps for Leading Change
Fig1. The 8 Steps for Leading Change Source: kotterinc.com

b) Change Acceleration Process (CAP)

It is the transformation acceleration method developed at General Electric Company during the Jack Welch era based on various best practice surveys. It is also abbreviated as CAP. Please see here for details.

Fig2. Change Acceleration Process (CAP) Source: ISIXSIGMA


This is the organizational transformation model developed by the US company Prosci. Please see here for details.

Fig3. ADKAR Source: prosci.com

2. Summary of “The 8 Steps for Leading Change”, “Change Acceleration Process” and “ADKAR”

Looking at the three approaches above, I think there are many things in common. I’ve summarized them in this figure.

Summary of "The 8 Steps for Leading Change", "Change Acceleration Process" and "ADKAR"
Fig4. Summary of “The 8 Steps for Leading Change”, “Change Acceleration Process” and “ADKAR”

Tasks that are likely to be related are connected by lines. Although the orders and the ways the tasks are grouped are a little bit different, I think that each approach covers roughly the same contents. So far, I think you have seen to some extent what you have to do with change management.

Next time, I would like to map this to the general problem solving (as-is ~ to-be) and Lean Six Sigma process that I have written so far, and write a little more specific tasks that need to be added as Change Management.

That’s all for this time, and I would like to continue from the next time onwards. Thank you for reading until the end.

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