Steps
($100) In Step 1, these should be achieved as quickly as possible.
What are tangible results?
($100) If culture change doesn’t happen overnight, change leaders should remember to be this.
What is patient and persistent?
($100) Change leaders can promote employees contributing to change efforts through this.
What is recognition/rewards?
($100) Change is sticking when these people begin to leave the organization.
Who are change resisters?
($100) Adrienne Marie Brown’s relationality axiom posits that change happens at the speed of this.
What is trust?
($200) In Step 2, change leaders explain this.
What is why the old ways won’t work?
($200) Change leaders can use HR to sustain change by doing this.
What is hiring/promoting the right people?
($200) Change leaders seek this when the benefits of this change are questioned or criticized.
What is feedback?
($200) Change is sticking when change leaders are sought out for this.
What is advice/input?
($200) Robin Kimmerer’s nature analogy of the Three Sisters crops illustrates that change efforts benefit from this.
What is system alignment/synergies/reciprocity?
($300) In Step 5, it may become necessary to initiate this.
What is turnover?
($300) Forcing this first instead of last challenges change leaders.
What is culture change?
($300) Leaders, managers, and employees should maintain this as challenges arise, solutions are found, and adjustments are made.
What is dialogue?
($300) Change is sticking when the focus shifts from costs and sacrifices to these.
What are successes and learning?
($300) These Adrienne Maree Brown patterns illustrate that what we practice at the small scale sets the pattern for the whole system.
What are fractals?
($500) This is Kotter's third step in 'making change stick'
What is making change measurable?