February 13, 2020 Transformation

Change Management and Digital transformation

Agile, DevOps and Digital Transformations are disruptive changes. These transformations often involve changes in organizational structure, boundaries, and culture. In addition, the change often extends to include new roles, skills, accountabilities, and new technologies. To address such an impactful disruption to the organization, transformation teams need to leverage a proper change management model. Some notable change models that can be leveraged include McKinsey 7-S, Kotter 8 Steps, and Lippitt/Knoster change model.

Lippitt/Knoster change management model gives us insights into what can go wrong in a transformation if the change is not managed properly. For instance, consider an organization where there is confusion regarding the purpose and value of the transformation. Such transformation lacks a strong well-communicated vision. A lack of any of the tenents of Lippitt/Knoster change model can result in confusion, sabotage, anxiety, frustration, and resistance to the transformation. Correspondingly, it takes vision, skills, incentives, resources, and an action plan to get the transformation to produce the desired change.

Models like Lippitt/Knoster can help identify gaps and address challenges in adopting the change. Equally important, they provide a blueprint for the steps needed to align the organization around the transformation.