The 5 "I's" of Change

PricewaterhouseCoopers partner, Toni Addison, points out the 5 "I's" that can create or hinder the possibility for and the momentum of large-scale change.

Ignite - It's necessary to have someone to jump-start the process. There has to be an individual spark to create a larger flame. (This is the who - who will make the waves)

Involvement - If you don't have involvement from the senior leadership team and at the grassroots level, you are not going to see change gain momentum. (Get support, get buy in)

Inertia - If you don't reveal and change the context for the existing organization's assumptions around the way things aer done, you're not going to get anyplace. People are unlikely to challenge the status quo and will revert to past assumptions as a way to deal w/ the future. (Explain and provide logic for change. The why)

Integrate - Organizational systems must complement the change you are making. If you make large-scale change around diversity, for instance, you need to align the change with and include it in training, compensation, performance, management systems, coaching, and business objectives. (Get everything on the same page. Build consistency!)

Incentive - Individuals must understand what's in it for them. They need to feel they will benefit from the change. (How does it specifically relate to them)

Note from CGGI * I think this is a good model for approaching change on a large scale. It identifies necessary steps and things that need to happen in order for the change to take root.