I’ve always loved how the complexity of change is summarised in this model.

It encapsulates so simply the interplay between the different facets of change and how, if any are missing, the likelihood of less than successful change can occur.

I’m not saying that the presence of all five elements will guarantee you success, but there’s a much better chance if there is.

My views on these labels are perhaps different to other people’s, but here they are;

Vision: to know both where you are going & why you are going there are vital.

Skills: to trust in your leaders to effectively lead you through the journey of change.

Incentives: to see the value in the benefits the change will bring for me, you & our customers.

Resources: the time, knowledge and ability to successfully utilise what the change brings.

Action Plan: the transparency around the what, where, when, who & how of the change journey.

To me, change management is not a role, it’s a group activity, it’s a business leadership fundamental and an executive skill. Its based on honesty, focus and enthusiasm for the future state. Its about acknowledging that now is good, even great, but the future can & will be even better.

That’s why I love doing what I do.