Tag Archives: change initiatives

Change Metrics that Matter

Measuring the Impact of Change Initiatives

Change Metrics that Matter

GUEST POST from Art Inteligencia

In today’s dynamic business environment, organizations are constantly undergoing change to stay competitive and adapt to market demands. However, implementing change initiatives can be challenging, and measuring the impact of these efforts is essential to ensure their success. It is crucial for organizations to not only track the progress of change initiatives but also measure their effectiveness and impact on key metrics. In this article, we will explore the importance of measuring change metrics that matter and highlight two case study examples of organizations that have successfully measured the impact of their change initiatives.

Measuring the impact of change initiatives is crucial for organizations to understand whether their efforts are driving the desired results and achieving their intended goals. Without proper measurement, organizations may struggle to quantify the success of their change initiatives and identify areas for improvement. By establishing clear metrics and measuring progress against them, organizations can track the effectiveness of their change initiatives, identify areas of success, and pivot their approach if necessary.

One key aspect of measuring the impact of change initiatives is identifying the right metrics to track. While traditional metrics such as cost savings and revenue growth are important, organizations should also consider measuring softer metrics such as employee engagement, customer satisfaction, and organizational culture. By tracking a combination of both hard and soft metrics, organizations can gain a holistic understanding of the impact of their change initiatives and ensure they are driving long-term success.

Case Study 1: Company A

Company A, a global technology company, embarked on a large-scale organizational restructuring to streamline operations and improve efficiency. To measure the impact of this change initiative, the company tracked metrics such as employee productivity, customer satisfaction, and time-to-market for new products. By analyzing these metrics over time, Company A was able to identify areas where the change initiative was successful and areas that required further attention. As a result, the company was able to make data-driven decisions to optimize its change initiative and achieve its desired outcomes.

Case Study 2: Company B

Company B, a healthcare organization, implemented a new electronic health record system to improve patient care and streamline operations. To measure the impact of this change initiative, the organization tracked metrics such as patient outcomes, staff satisfaction, and operational efficiency. By analyzing these metrics, Company B was able to identify that the new system led to faster patient check-ins, improved accuracy of patient records, and increased staff satisfaction. As a result, the organization was able to demonstrate the success of its change initiative and make continuous improvements to enhance patient care further.


Measuring the impact of change initiatives is essential for organizations to drive success and achieve their desired outcomes. By tracking a combination of hard and soft metrics, organizations can gain a holistic understanding of the effectiveness of their change initiatives and make data-driven decisions to optimize their approach. The case study examples of Company A and Company B highlight the importance of measuring change metrics that matter and the positive impact it can have on organizational success. As organizations continue to navigate change in an ever-evolving business landscape, measuring the impact of change initiatives will be crucial to driving sustainable growth and success.

Bottom line: Futures research is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futures research themselves.

Image credit: misterinnovation.com

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The Power of Storytelling in Driving Change Initiatives

The Power of Storytelling in Driving Change Initiatives

GUEST POST from Chateau G Pato

Change is an inevitability in organizations, and its successful implementation often relies on effective communication and engagement. In this context, storytelling emerges as a powerful tool that captures people’s attention, fosters understanding, and ultimately drives change initiatives forward. As Braden Kelley aptly states, “Stories help us understand complex ideas and remember key information in an engaging and emotive way.” By weaving narratives into change management efforts, organizations can inspire, unite, and galvanize their workforce to embrace transformation. Let us explore two compelling case studies that exemplify the power of storytelling in driving successful change initiatives.

Case Study 1: Disney’s “Casting Call” Transformation

In the early 2000s, The Walt Disney Company faced challenging times due to declining attendance and customer satisfaction. To address these concerns, CEO Robert Iger introduced a change initiative known as “Casting Call.” Iger believed that by actively involving employees in the change effort and sharing inspiring stories, the company could drive a cultural shift towards exceptional guest experiences.

The company leveraged storytelling by creating a daily internal newsletter, “The E-Ticket,” which featured stories showcasing exemplary employee behaviors. These stories celebrated actions that went above and beyond, inspiring others to do the same. They celebrated the “Disney Difference” and demonstrated how every individual played a crucial role in creating magical moments for guests. By amplifying these narratives throughout the organization, Disney stimulated a sense of pride, empowerment, and a shared commitment to delivering outstanding customer experiences. As a result, Disney’s “Casting Call” not only reversed the decline but also established a solid foundation for the company’s future success.

Case Study 2: Patagonia’s Sustainable Revolution

Patagonia, the outdoor clothing company, embarked on a change initiative to promote sustainability and combat climate change. CEO Rose Marcario recognized that to truly engage customers and employees, Patagonia needed to go beyond traditional marketing campaigns. She understood the power of storytelling in inspiring action and creating lasting change.

Patagonia launched the “Worn Wear” campaign, which encouraged customers to share stories about their well-worn Patagonia products and how they had been repaired rather than replaced. By highlighting these anecdotes on their website and through social media, Patagonia invited a global community to participate in the narrative of environmental responsibility and sustainable consumption. These stories not only strengthened the emotional connection between the brand and its customers but also inspired other organizations to follow suit. Patagonia’s storytelling approach effectively transformed the company’s mission from merely selling clothing to fostering a sustainable revolution within the outdoor industry.


The compelling case studies of Disney’s “Casting Call” and Patagonia’s “Worn Wear” campaign demonstrate the undeniable power of storytelling in driving change initiatives. Stories possess an innate ability to influence, educate, and inspire people towards action. By harnessing this power, organizations can successfully navigate the storms of organizational change, foster meaningful connections, and create a shared vision for a better future. As Braden Kelley succinctly puts it, “In a world of facts, numbers, and figures, stories are what cut through the clutter and create deeper meaning.” Embrace storytelling as an essential tool in the realm of change management, and unleash its transformative potential within your organization.

SPECIAL BONUS: Braden Kelley’s Problem Finding Canvas can be a super useful starting point for doing design thinking or human-centered design.

“The Problem Finding Canvas should help you investigate a handful of areas to explore, choose the one most important to you, extract all of the potential challenges and opportunities and choose one to prioritize.”

Image credit: Misterinnovation.com

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What is the Cost of a Failed Change Initiative or Innovation Project?

What is the Cost of a Failed Change Initiative or Innovation Project?

It seems like a simple question.

One that you would expect to lead to some risk mitigation behavior, but it doesn’t.

And when you consider that 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, you would think that companies would do everything possible to make sure that these projects succeed, but they don’t.

Everyone knows that a lot of technology projects fail to achieve their intended objectives, timings, and budgets. This fact and the increasing investment levels should cause more executives to look for ways to de-risk these technology investments in digitizing the business, but they’re not.

Why is that?

Are we really so afraid of learning new ways of doing things that would dramatically reduce the risk and expense of project failures that we will continue using the old ways even though we know they don’t work?

Even though there are incredibly inexpensive and easy ways of reducing both the risk of project failures and the cost of project execution, patterns of behavior are not changing…

Perhaps you see the world differently.

Perhaps you’re fed up with project failures and want to increase the speed of both change execution and change adoption.

Consider answering these five simple questions before spending a single minute on your next innovation project, change initiative, or digital transformation effort:

  1. How much is an hour of your time worth to the company you work for? (multiply this by the number of hours you expect to invest in this project or initiative)
  2. What is the fully-loaded monetary value of the time that employees are going to spend on this project or initiative?
  3. How much do you pay to a single contract project manager to spin up a project before the first minute of actual work begins? Over the life of the project?
  4. How much are you planning to spend with consulting companies on this project or initiative?
  5. How much are you planning to spend on contractors to staff this project or initiative?

Get access to the Change Planning Toolkit for less than $100Have you got the numbers in your mind?

Now, are any of these numbers $100 or more?

I’m sure they are, unless of course you’re going to do the project yourself in less than an hour and don’t value your time very much.

So, what if I told you that for less than $100 you could plan and execute your change initiatives, innovation projects and transformation investments in a much more visual and collaborative way and simultaneously reduce the chances of project failure and the cost of executing your project?

Well, you can. You just have to be willing to challenge orthodoxies and use a new set of tools, a new approach, that will feel very natural and empowering if you’re already comfortable with the Business Model Canvas, Lean, Design Thinking, or the Lean Startup.

All you need to get started is a copy of my latest book Charting Change and a $99.99/yr license for the Change Planning Toolkit™ (which comes with a QuickStart Guide). In exchange you’ll get tools worth more than $1,200 and will help to support the creation of the Human-Centered Innovation Toolkit™.

It’s as simple as that.

And to get you started if you’re still unsure, go ahead and grab the 10 Free Downloads and the poster-size Visual Project Charter™ and the poster-size Experiment Canvas™ from the under-construction Human-Centered Innovation Toolkit™.

Let’s change change and keep innovating – together!

Accelerate your change and transformation success

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