{"id":4299,"date":"2019-01-21T07:00:04","date_gmt":"2019-01-21T12:00:04","guid":{"rendered":"http:\/\/flevy.com\/blog\/?p=4299"},"modified":"2020-12-19T20:41:34","modified_gmt":"2020-12-20T01:41:34","slug":"change-management-a-glimpse-into-the-influence-model","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/change-management-a-glimpse-into-the-influence-model\/","title":{"rendered":"Change Management: A Glimpse into the \u201cInfluence Model\u201d"},"content":{"rendered":"

Business\u00a0\"\"Transformation<\/a> initiatives are complex undertakings that aren\u2019t easy to manage.\u00a0 In fact, data suggests most transformation efforts globally to have ended up in failure.<\/p>\n

That\u2019s predominantly because organizations find it challenging to make their people accept change.\u00a0 Most of the large-scale change initiatives are typically executed without focusing much on the human element\u2014bolstering the people\u2019s faith in the transformation program, eliminating or minimizing any resistance to change, and gaining across the board commitment from the workforce.\u00a0 These priorities seem pretty straightforward but are most likely to be missed out on during the hue and cry of the transformation endeavor.<\/p>\n

The \u201cInfluence Model\u201d for Change<\/u><\/strong><\/a> is a systematic approach to implement Change Management<\/a>.\u00a0 The model entails 4 key actions that transformation programs should focus on to shift the mindsets and behaviors of the workforce, in order to stimulate real change.\u00a0 Introduced by McKinsey & Company in 2003, the Influence Model is backed by academic research as well as practical experience.<\/p>\n

The 4 key actions or \u201cbuilding blocks\u201d of the Influence Model are derived from formal organizational practices and mechanisms that work best for transformation:<\/p>\n

    \n
  1. Understanding<\/strong><\/li>\n
  2. Reinforcement<\/strong><\/li>\n
  3. Skills for Change<\/strong><\/li>\n
  4. Role Modeling<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    Employing all the 4 building blocks of the model collectively creates a broader positive impact on transformation.<\/p>\n

    Now, let\u2019s take a look at the first 2 building blocks of the Influence Model.<\/p>\n

    Understanding<\/strong><\/h2>\n

    The first building block warrants the employees to believe in the rationale and efficacy of change in order to inspire them to embrace change, shift their mindsets, and support the transformation efforts.\u00a0 Research suggests that people want similarities between their thinking and actions\u2014thus they are more likely to change their mindsets if the purpose for change aligns with their thoughts.<\/p>\n

    Senior leaders are often under the notion that the intention and purpose of change are known to everyone in the organization.\u00a0 This assumption is a common human tendency\u2014recognized as the \u201cfalse consensus effect\u201d and the \u201ccurse of knowledge phenomenon\u201d\u2014where individuals find it hard to expect that others don\u2019t know something that they know.\u00a0 Because of this tendency leaders don\u2019t concentrate enough on propagating the need for change.<\/p>\n

    To enable transformation, the leadership needs to create a change story\u2014to clearly convey the necessity, vision, and benefits of the transformed course\u2014and establish feedback mechanisms to identify the perceptions of employees towards change.<\/p>\n

    Reinforcement<\/strong><\/h2>\n

    The second step of the Influence Model underscores the alignment of organizational structure, technologies, processes, and systems (e.g., rewards and recognition) with the desired behaviors.\u00a0 Evidence from psychology suggests that behaviors develop from relationship and reinforcement.\u00a0 For example, Ivan Pavlov\u2019s research showed that a consistent linkage between two stimuli\u2014sounding a bell and arrival of food\u2014resulted in dogs to begin expecting food by salivating upon hearing the bell.<\/p>\n

    In the same vein, Skinner\u2019s theories of \u201cconditioning and positive reinforcement\u201d indicate that combining positive reinforcements with desired behavior can be used to teach individuals to complete tasks.\u00a0 Incentivizing commission based sales people by paying them more for working harder is one of the applications of the theories of conditioning and positive reinforcement.<\/p>\n

    Likewise, the Expectancy Theory<\/a> by Victor Vroom emphasizes that individuals\u2019 tendency to adopt desired behavior is based on hopes that the effort will cause the desired performance, which will be rewarded with desirable incentive.<\/p>\n

    For the change endeavors to thrive, it is important for the senior management to uncover employees\u2019 desired extrinsic (i.e., pay raise or promotion) or intrinsic (i.e., satisfaction) rewards, their coaching needs, and fulfill their commitment and people\u2019s expectations toward rewards.<\/p>\n

    Interested in learning more about what the other building blocks of the Influence Model for Change<\/a> entail?\u00a0 You can learn more and download an editable PowerPoint on the <\/u>Influence Model for Change<\/u><\/strong> here<\/u><\/a> on the Flevy documents marketplace<\/a>.<\/p>\n

    Do You Find Value in This Framework?<\/h2>\n

    You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro Library<\/a>. FlevyPro<\/a> is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:<\/p>\n

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    \u2013 Omar Hern\u00e1n Montes Parra, CEO at Quantum SFE<\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"

    Business\u00a0Transformation initiatives are complex undertakings that aren\u2019t easy to manage.\u00a0 In fact, data suggests most transformation efforts globally to have ended up in failure. That\u2019s predominantly because organizations find it challenging to make their people accept change.\u00a0 Most of the large-scale change initiatives are typically executed without focusing much on the human element\u2014bolstering the people\u2019s… Change Management: A Glimpse into the \u201cInfluence Model\u201d<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":4302,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[85],"tags":[1423,228,1435,78,1436,106,1434,1438,1439,1437,1422,824],"class_list":["post-4299","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-organization","tag-business","tag-change-management","tag-change-story","tag-consulting","tag-feedback-mechanisms","tag-leadership","tag-mindsets","tag-reinforcement","tag-rewards","tag-roll-modeling","tag-the-influence-model","tag-transformation"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4299","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=4299"}],"version-history":[{"count":10,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4299\/revisions"}],"predecessor-version":[{"id":7923,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4299\/revisions\/7923"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/4302"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=4299"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=4299"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=4299"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}