Organisation Change Management Implementation Spectrum Approaches


The Leadership of Change® defines three typical organisational change implementation approaches; (a) leadership, sponsorship, and implementation, (b) employee adoption, (c) employee support. They are all important, but some impact change implementation success more than others. Change professionals will tend to have a single preference on where they focus and operate. Each approach has advantages and disadvantages for the change team.

  • Approach 1 - Leadership, Sponsorship and Implementation: This is about getting an effective and proactive sponsor, aligning the leadership team and ensuring they know their key change leadership responsibilities. I have yet to encounter a successful change implementation, without an effective and proactive sponsor, backed by an aligned leadership team with change leadership skills and knowledge. Leaders and sponsors are supported by a change management framework to implement the change programme and achieve benefits realisation and that Return on Investment.

Advantages: Leaders control the organisation’s resources and agenda time.

Disadvantages: Narcissists, indifferent delegators or silo-focused leaders can be difficult to work with.

  • Approach 2 - Employee Adoption: Achieving employee change adoption in a major organisational change or transformation is usually one of the main business objectives for the organisation and its leadership team. Maximising employee adoption and making it sustainable should ensure the targeted ROI, full benefits realisation and result in a higher performing organisation. Employees should be supported through the change adoption process, being provided with Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®).

Advantages: Employees are fully supported and engaged through the change transition process.

Disadvantages: Unless the leaders are directly involved in the adoption process, the change team will compete against normal day-to-day operations for critical resources.

(c) Approach 3 - Employee Support: We now live in the “Age of the Employee” and employees want collaboration, to feel included, valued, and engaged. This means organisations and their leaders will have to have a strategy and service offerings that ensure the wellbeing of their employees. This becomes more important during organisational change and transformation, especially mindfulness, burnout, inclusion, etc.

Advantages: It enhances the employee change transition experience and makes employees feel good.

Disadvantages: Unless these activities are directly linked and supported by leaders, these efforts may only have temporary benefits.


Blog Source:

Peter consults, speaks, and writes on the Leadership of Change®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

Leadership of Change® Volume 1 - Change Management Fables

Leadership of Change® Volume 2 - Change Management Pocket Guide

Leadership of Change® Volume 3 - Change Management Handbook

Leadership of Change® Volume 4 - Change Management Leadership

Leadership of Change® Volume 5 - Change Management Adoption

Leadership of Change® Volume 6 - Change Management Behaviour

Leadership of Change® Volume 7 - Change Management Sponsorship

Leadership of Change® Volume A - Change Management Gamification - Leadership

Leadership of Change® Volume B - Change Management Gamification - Adoption

Coming soon:

Leadership of Change® Volume C - Change Management Gamification - Behaviour

~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship

~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams

By Peter F Gallagher

Keywords: Business Strategy, Change Management, Leadership

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