Tools for Change: Systems and Structures Action Plan

The change process doesn’t end when the last piece has been implemented. Successful change initiatives require maintenance to sustain the positive results. As John Kotter states in his article Our Iceberg is melting: Make it stick. Create a new culture. Hold onto the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions (Kotter & Rathgeber, 2006). Making change stick over the long run can be daunting however there are a few tools available to help sustain the initiative.

The Systems and Structures Action Plan (Nelson & Aaron, 2005), is a template designed to help evaluate and plan for gaps in HR and other organizational systems and structures. This template contains rows for various systems and structures such as Staffing, Measurement, Rewards, Communication, etc. Each of these System/Structures is discussed in subsequent columns to help manage the gaps and sustainability. Some of these discussion points include: What we do now, what should be modified, followed by how and who is responsible. This straightforward template serves as the catalyst and definition for the critical discussions needed to sustain change. This is a very simple tool to use and can be modified to meet the differing needs within organizations.

Applying to my own organization key gaps became apparent surrounding measurement and rewards. Most of the focus behind the change initiatives were focused on Organizational Structures, and Staffing. Once the change was in place the resulting teams were left with little to gauge themselves by and few opportunities for recognition. These tools enabled an action plan to be placed around these gaps to rectify the situation.

Unlike some of the other available tools for change, the Systems and Structures Action Plan can and should be applied regularly within regular operations. Scheduling quarterly review of these topics can support not only previous change initiatives but day-to-day operations as well. This valuable tool should be a part of every manager’s toolbox.

Works Cited

Kotter, J. P., & Rathgeber, H. (2006). Our Iceberg Is Melting. Leadership Excellence , 23 (2), p11.

Nelson, K., & Aaron, S. (2005). The Change Management Pocket Guide. Cincinnati, OH: Change Guides LLC.