This is an important aspect to determine the level of Change Management expertise needed on the project.
In an interesting article, by McKinsey & Company, the authors highlight 3 potential levels of change for an initiative.
1️⃣ The outcomes don’t require any change to the way people work.
📌 Example: Changes to the corporate LLC structure.
2️⃣ People need to adjust their practices in line with their current mindsets to reach the outcome.
📌 Example: Adding a new step in a process or enhancing a feature in a software tool already used.
3️⃣ People need to adjust their mindset or behaviors to meet the outcome.
📌 Example: A shift in company culture from being siloed departments to collaborative teams.
Understanding which level of change will be required will help a Change Sponsor decide the level of focus, funding, and people to assign to help lead the changes.
Can anyone think of a fourth level you have experienced?
