Change Management never really changes… Now wait.
Yes of course, even the academia behind Change Management is evolving. It is true though some underlying principles do not go away. Even ChatGPT was eventually kind enough to admit that the change management efforts required for a “Tech” project is comparable to any other change management project to the greatest extent.
The amazing fact that more than 70% of all “projects” fail still stands - explore my interactive Double Trinity Pyramid model to understand why that is and what we need to take into consideration to change that!
You see, change is a recurring theme here, all along.
One of the most important take-aways for anybody willing to get better at Change Management is that in order to achieve that you need to change yourself first.
The Double Trinity Pyramid: A Mental Model for Change
After years of experience in organizational transformation, I developed a mental model that helps explain why some change initiatives succeed while others fail: the Double Trinity Pyramid.
🔗 Explore the Interactive Model
This model illustrates how successful organizational change requires balancing two critical trinities:
Organizational Trinity
The three pillars that must work in harmony for effective organizational change:
- People: The human element driving and affected by change - including leadership support, employee engagement, and the right skill sets
- Processes: Well-defined workflows and procedures that provide structure, consistency, and efficiency
- Technology: The tools and systems that enable change at scale and provide capabilities for new ways of working
Individual Trinity
The three personal factors that determine individual adoption of change:
- Incentivized: Clear rewards and recognition (both tangible and intangible) that motivate embracing change
- Intrinsically Motivated: Personal belief in the value of change and understanding the “why” behind transformation
- Empowered: Having the authority, resources, time, and tools to actually implement change
Finding the Sweet Spot
The magic happens when both trinities are balanced. This sweet spot is where organizational elements align with individual factors, creating an environment where change can flourish with minimal resistance.
Common Imbalances to Avoid
When Technology is Neglected: Great intentions and motivation exist, but teams lack the technical capabilities to execute effectively. Enthusiastic people and well-designed workflows struggle with outdated systems and inadequate digital infrastructure.
When Processes are Neglected: Even with motivated people and good technology, poor processes create friction and inefficiency. This leads to confusion, duplicated efforts, and inconsistent outcomes.
When People are Neglected: Well-designed systems and processes fail without proper buy-in and engagement. Excellent technical infrastructure sits unused due to low adoption and resistance.
When Individual Factors are Misaligned: Employees might be motivated but lack authority to implement changes, or they might have incentives that conflict with desired behaviors.
Key Benefits of Balance
- Smoother transition periods with less friction
- Higher adoption rates across the organization
- Sustainable change implementation that sticks
- Improved organizational performance and outcomes
📊 Experience the full interactive model to explore warning signs, implementation strategies, and additional resources.
Essential Reading for Change Leaders
Some books you should love and cherish with regards to integration and organizing value chain across (diverse) teams are as follow:
- The Effective Change Manager’s Handbook: Essential Guidance to the Change Management Body of Knowledge
- Project to Product: How to Survive and Thrive in the Age of Digital Disruption with the Flow Framework
- A Seat at the Table: IT Leadership in the Age of Agility
A Podcast on the Power of Leadership
For effective change, you have to start with yourself and your team. A powerful tool for any leader is the one-on-one meeting. This podcast episode from “Manager Tools” dives into why these conversations are essential for building trust, improving communication, and driving successful change at every level of your organization. It’s a fundamental practice for any leader serious about Change Management.
🎧 The Power of One-on-One Meetings
Additional Resources
Explore these resources to deepen your understanding of effective change management:
📌 Dive deeper into why 70% of transformation projects struggle—and what it really takes to shift that statistic—in my LinkedIn article: The Transformation Compass: How to Tell You’re Nailing Change