Monthly Archives: April 2018

Introduction to the Change Planning Toolkit™

Introduction to the Change Planning Toolkit

The business world is showing an increasing interest in the people side of change, and there is a very real reason for this…

Companies are spending an increasing amount of their budget on technology and working to transform their operations to be more digital in order to provide a better experience for customers, employees, partners and suppliers while simultaneously creating a more efficient and effective business.

Everyone knows that a lot of technology projects fail to achieve their intended objectives, timings, and budgets. This fact and the increasing investment levels are causing more executives to look for ways to de-risk these technology investments in digitizing the business.

That’s why we’re seeing an uptick in the hiring and certification of change management professionals, which is great, but companies are still thinking about the relationship between project management and change management backwards.

In most cases change management is brought to bear as an afterthought, a bolt on to project management when the reverse should be true. Managing a change is a bigger endeavor than managing a project, and in fact you could say that because every project changes something, that every project is a change initiative.

It is thinking about managing projects in this way that I sat down to begin managing a new project several years ago and like many project managers, I found myself sitting at my computer by myself starting at an empty Microsoft Word template for a project charter knowing the uphill battle I’m going to face trying to route this document around via email and succeeding at both getting any responses at all and at getting meaningful input and a diversity of perspectives to make my project charter a really strong document that anyone will actually look at after week two of the project. I also found myself thinking that there has to be a better to plan and execute change initiatives and projects.

ACMP Standard Visualization

And sure people like pull ADKAR (a modified version of AIDA from the marketing world) and the ACMP Standard for Change Management (see the visualization I created above and download it for free here) and John Kotter’s change leadership approach, but they all fall short of making the planning and execution of change initiatives and projects a more visual and collaborative process, so I found myself starting to create new tools to help people (intended to link up with the PMBOK and ACMP Standard for Change Management).

These tools started to collect until they formed a comprehensive and new visual, collaborative approach to planning and executing change initiatives, and yes projects. This collection of tools became known as the Change Planning Toolkit™ and was first introduced in my latest book Charting Change which pairs nicely with my first book Stoking Your Innovation Bonfire. Both are designed to pack more insights into each chapter than most books contain in the entirety of their pages. Two of the most important frameworks introduced in the book are the Five Keys to Successful Change:

Five Keys to Successful Change 550

And the Architecting the Organization for Change framework:

Architecting the Organization for Change

Both frameworks are designed to help people challenge the way they think about organizational change. They are designed to help people think about more than change management and to think differently about how organizations are transformed and how change management and project management relate to each other.

To help people begin their participation in changing change I’ve made ten free tools available for download from the 50+ tools in the Change Planning Toolkit™, and people who buy a copy of Charting Change get access to 26 of the 50+ tools (including the Visual Project Charter™ and the Change Planning Canvas™). The book does a great job of helping to explain the philosophy behind the toolkit and how to get started with the tools, but people who purchase access to all 50+ tools (including tools to help people think through their Digital Transformation) also get a QuickStart Guide to explain each tool.

But if we are going to truly work together to change how change is planned and executed I thought it would make sense to give people a more in depth sneak preview into what’s inside the toolkit and so I’ve created the following Introduction to the Change Planning Toolkit™ webinar recording:



I encourage you to reflect upon your own experiences planning and executing both projects and change initiatives and what you’ve found lacking in the tools you call upon from ProSci, PMI, ACMP or others and then check out the book and the webinar and then let me know if there are any tools that you feel are still missing – and if it makes sense, I’ll create them!

My goal in creating all of these tools for you after all is to help you beat the 70% change failure rate, so let’s work together at changing change so our organizations are capable with more capably transforming themselves as the environment changes around them.

You can let me know if there are any change tools that you still need (or if you’d like me to come show you and your team personally how to use them) via the contact form.

Let’s change change together!

Change Planning Toolkit Million Dollar Value

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Outcome-Driven Change (ODC)

Outcome-Driven Change (ODC)

When it comes to business, many people would say it is outcomes that truly matter, especially investors on wall street. Investors don’t care what kind of software you’re running or what your stack looks like, or how you do what you do, as long as you deliver the financial outcomes they are looking for in order to earn a return on their investment.

Doctors also focus on outcomes and insurance companies are becoming obsessed with them, forcing doctors and customers into Accountable Care Organizations (ACOs). In healthcare, the outcomes obsession is called Outcomes-Based Management or Outcomes-Based Healthcare. In education, the outcomes obsession has led to an obsession with standardized testing and a practice called Outcomes-Based Education (OBE).

And in the innovation space, Tony Ulwick and Strategyn created Outcomes-Driven Innovation (ODI). In the innovation space this approach can be very beneficial as it helps companies move away from asking questions like “What can this technology do?” to questions that create better outcomes and more value, questions like “What is the customer trying to do?” or “What is the job to be done (JTBD)?”

Whether it is healthcare, education, business, or innovation, a focus on outcomes can be very helpful, but in these contexts we are looking at managing to a certain set of outcomes, or improving a certain set of outcomes, at a fixed point in time.

In the area of organizational change however, the focus often is not on outcomes, but on behaviors. Far too much of the literature and practice focuses on behavior change, which could also be described as “what people do.” And this focus on behaviors instead of aligning thoughts, feelings, behaviors and outcomes is part of why up to 70% of change efforts fail.

Too many people are jumping in head first and not approaching organizational change holistically, having the tough conversations around not only around how behaviors (doing) need to change but also how the how the outcomes need to change, along with how people’s thoughts and feelings need to change.

And when it comes to organizational change, we are not trying to achieve a certain set of outcomes or optimize a certain set of outcomes, but instead to ascertain what the relevant outcomes are in the current state and what we want them to become in the future state.

To help change leaders work though these incredibly necessary conversations and to help change managers achieve alignment within the organization around how all four components need to change (outcomes, thinking, feeling, doing) as part of a planned and coordinated effort, I have created the Outcome-Driven Change (ODC) Framework and worksheet to add to the Change Planning Toolkit™ v7 for existing subscribers and new subscribers alike.

Change is Possible

Thinking, feeling, doing…

People have been linking these terms together since at least 1895 when E.W. Scripture released an interesting book titled Thinking, Feeling, Doing on how scientists conduct research affecting these three parts of our humanity. Many people have added to the conversation since then speaking about how we are of three minds (Merriam-Webster dictionary definitions below), which are the:

1. Cognitive

Of, relating to, being, or involving conscious intellectual activity (such as thinking, reasoning, or remembering)

2. Affective

Relating to, arising from, or influencing feelings or emotions

3. Conative

An inclination (such as an instinct, a drive, a wish, or a craving) to act purposefully

Not coincidentally, these match up with the three domains of learning, defined as early as 1956 by educational psychologist Benjamin Bloom.

Others like to ascribe these three elements of humanity into Mind, Body, and Soul.

The key thing to remember from all of this discussion is that we are speaking about three very distinct things:

  1. Thinking
  2. Feeling
  3. Doing

IT IS possible, and happens with surprising frequency, that all three are not in agreement when you are dealing with human beings. Which the obvious truth of course is that in any change effort, or project for that matter, you are. People are fully capable of thinking one thing, feeling another, and end up doing something totally incongruent with either OR both whatever they are thinking and feeling. Confused yet?

Author F. Scott Fitzgerald once famously said:

“The test of a first-rate intelligence is the ability to hold two opposed ideas in the mind at the same time, and still retain the ability to function.”

This is one reason why change of any kind, organizational or personal, is so hard. Because, in order to be successful you must achieve alignment between all three elements of human reaction to the change in order to achieve the outcomes you seek.

Hopefully I’ve captured all of this in this single image of the Outcome-Driven Change Framework and this single quote from it:

“When what people do aligns with what they think and feel, then and only then, will you achieve the outcomes you’re looking for.”

Outcome-Driven Change Framework by Braden Kelley

In the Change Planning Toolkit™ v7 paying subscribers will find 11″x17″versions of this framework and the Outcome-Driven Change™ Worksheet to help your change planning team guide the conversations with change leaders that will help you surface the outcomes you’re currently achieving and what people in the organization are thinking, feeling, and doing to create the current outcomes and what members of the organization will need to think, feel, and do in order to achieve the new set of outcomes that you determine are necessary for the change to be successful.

People purchasing a commercial license and organizations or governments purchasing a site license or city/state/country license will get access to a poster size version (35″x56″) of the Outcome-Driven Change Worksheet.

This is just a taste of the kinds of frameworks, worksheets, and other tools you will find in the Change Planning Toolkit™ that I introduced in my latest book Charting Change along with a lot of great case studies and other next practices shared by some of the leading minds in the areas of organizational change and innovation.

So what are you waiting for?

  1. Get started using the Outcome-Driven Change Framework to spark dialogue among your change planning and leadership teams
  2. Download the 10 free tools from the Change Planning Toolkit™
  3. Grab your copy of Charting Change and get access to even more tools for free from the Change Planning Toolkit™ (including the Change Planning Canvas™)
  4. And then when you’re ready, get a license to all the rest of the 50+ frameworks, worksheets and other tools, and beat the 70% change failure rate!

Still have questions about how the Change Planning Toolkit™ can help your organization get better at change?

Then please contact me!

Or check out the Introduction to the Change Planning Toolkit™ webinar below:




Accelerate your change and transformation success

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Send Me Your Questions About Change or Digital Transformation

Send Me Your Questions About Change or Digital Transformation

I’m planning on recording a webinar in the next couple of days titled An Introduction to the Change Planning Toolkit™ and before I do I would throw out an open call for questions:

  1. What have you always been curious about when it comes to organizational change?
  2. Where do you get stuck when it comes to achieving successful organizational change, adoption, or project completion?
  3. What do you think should be in the Change Planning Toolkit™?
  4. What have you always been curious about when it comes to the Change Planning Toolkit™ and how it helps you beat the 70% change failure rate?
  5. What have you always been curious about when it comes to digital transformation?

So, let me know what questions you have related to any of these five questions by Midnight (PDT) on Monday, April 9, 2018 in Seattle, WA (GMT -8:00) and I will do my best to answer them when I record the webinar.

Click here to send me your questions


Accelerate your change and transformation success

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.