A Framework for Pivoting through Change

So you’ve decided to change, you’re clear why that change needs to happen, and you’re successfully navigating that change. Maybe part of you thinks that you’re there - you’re done. It was a heavy lift for everyone to accept the change and even more difficult to work together to navigate it. 

But change is a journey, not a destination. So deciding to change and working toward that change doesn’t automatically lead to successful outcomes. Below is a framework to help think through and explore whether you and the team need to shift your objective, goals, process, or formula etc. to optimally integrate the change and its potential repercussions.

Alignment

• Does the change objective and process align with corporate and customer goals?

• Is the change in alignment with shifts in the market?

• How do your returns compare to industry average?

Value

• Is the change producing the expected and anticipated value for your customers and to the bottom line?

• Are the costs reasonable, given the resources and energy required?

• Are the changes in alignment with corporate values, mission and goals?

Buy-In

• Is your internal and external messaging in alignment with the expressed/agreed goals? 

• Are all teams in alignment with the changes?

• Are leaders at all levels being inspiring and authentic, advocating for the change?

Partners

• Are partners and collaborators benefiting in expected ways from the changes made?

• Are your partnerships through the change benefiting all parties equitably (not necessarily equally)?

• Can additional partners benefit all parties?

Execution

• Are the changes providing specific, measurable outcomes, as planned?

• Are planned or unplanned resource constraints affecting the plans for change?

• Are partnerships and collaborations affecting results as planned?

I hope that these and other questions help you and your team think through the large and small pivots we all have to make, while integrating change.