Tag Archives: Change Planning Toolkit

FINAL DAY – Insane Cyber Deal on My Latest Book

Charting Change

Every so often something comes through your inbox that seems too good to be true.

Today was one of those times when an email dropped into my inbox stating that Palgrave Macmillan, the publisher of my latest book Charting Change is offering it at a ridiculous Cyber Week Sale price of $9.99 on the USA web site.

USA – https://www.palgrave.com/us/book/9781137536952

There is also a European web site offering it for 9,99 Euros if you need it:

EUROPE – https://www.palgrave.com/gp/book/9781137536952

You can either get the eBook with INSTANT DOWNLOAD or the hardcover with FREE SHIPPING – It’s your choice!

IMPORTANT CAVEAT: According to the email, this deal ends December 3, 2019

Here is a blurb about the book from the web site to give you a sense of the value it will deliver to your organization:

Research shows that up to seventy percent of all change initiatives fail. Let’s face it, change is hard, as is getting an organization on board and working through the process. One thing that has been known to be effective is onboarding teams not only to understand this change, but to see the process and the progress of institutional change. Charting Change will help teams and companies visualize this complicated process. Kelley has developed the Change Planning Canvas™, which enables leadership and project teams to easily discuss the variable that will influence the change effort and organize them in a collaborative and visual way. It will help managers build a cohesive approach that can be more easily embraced by employees who are charged with the actual implementation of change. This book will teach readers how to use this visual toolkit to build a common language and vision for implementing change.

Here are the links for you again to take advantage of this offer ending December 3, 2019:

USA – https://www.palgrave.com/us/book/9781137536952 (only $9.99)
EUROPE – https://www.palgrave.com/gp/book/9781137536952 (only 9,99 Euros)

Hardcover or eBook!

Coupon Code: CYBER19PAL

—————————————–

SPECIAL BONUS: Anyone who buys a copy of the book will get FOR FREE 26 of the 50+ tools in the Change Planning Toolkit™ – INCLUDING a copy of the Change Planning Canvas™

——————————————

If $9.99 is still too much of a barrier to break through to accelerate your change capability, then go ahead and grab the 10 free tools, including a visualization of the Association of Change Management Professionals (ACMP) Standard for Change Management® and my popular & powerful collaborative Visual Project Charter™.

 

What People Are Saying

Daniel H Pink“There’s no denying it: Change is scary. But it’s also inevitable. In Charting Change, Braden Kelley gives you a toolkit and a blueprint for initiating and managing change in your organization, no matter what form it takes.”

– Daniel H. Pink, author of Drive and To Sell is Human

Eric Hieger“Thoughtful, thorough, and practical is the rare blend that Braden has achieved in this Change Management field guide. Much more than a series of tactics, Charting Change will explicitly, sequentially, and visually help users create a diverse set of experiences for stakeholders that will most certainly increase likelihood of success.”

– Eric D. Hieger, Psy.D., Business Transformation and Change Leadership Practice Lead at ADP

Phil McKinney“Braden Kelley and his merry band of guest experts have done a nice job of visualizing in Charting Change how to make future change efforts more collaborative. Kelley shows how to draw out the hidden assumptions and land mines early in the change planning process, and presents some great techniques for keeping people aligned as a change effort or project moves forward.”

– Phil McKinney, retired CTO for Hewlett-Packard and author of Beyond the Obvious

Denise Fletcher“As the pace of change speeds up, the market disruptions and resulting changes can be daunting for all. We all wish we could predict how change will affect our business, our market and our people. No matter what business area you come from, change affects us all and can produce great outcomes when managed well. In Braden Kelley’s newest book, Charting Change, he provides a terrific toolkit to manage this process and make it stick.”

– Denise Fletcher, Chief Innovation Officer, Xerox

Marshall Goldsmith“Higher employee retention? Increased revenue? Process enhancements? Whatever your change goal, Charting Change is full of bright ideas and invaluable visual guides to walk you through change in any area where your organization needs it.”

– Marshall Goldsmith is the #1 New York Times bestselling author of Triggers, MOJO and What Got You Here Won’t Get You There


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Top 10 Benefits of the Change Planning Toolkit™

Top 10 Benefits of the Change Planning Toolkit™

Some of the smartest people and organizations in the world are learning how to use the Change Planning Toolkit™ to change how they plan and execute change and to undertake the transformation work necessary to thrive in the experience economy. Who wouldn’t want to beat the 70% change failure rate?

It’s super easy to get started with the Change Planning Toolkit™.

But, before I tell you WHERE to start, let’s start with WHY…

Top 10 Benefits of the Change Planning Toolkit™

  1. Transparency
  2. Alignment
  3. Engagement
  4. Collaboration
  5. Accountability
  6. Speed
  7. Agility
  8. Adoption
  9. On-Time Delivery
  10. On-Budget Delivery

There are lots of great ways to get started with the Change Planning Toolkit™. Personally I would start by getting a copy of my latest book Charting Change because it was written the toolkit in mind AND because book buyers can get access to 26 of the 50+ tools in the toolkit when they contact me. This includes the powerful Change Planning Canvas™, the keystone designed to sit at the center of all of the other tools and keep everything on track.

Not ready to commit to reading the book?

Then, go ahead and get comfortable for free with some of the frameworks, tools and this more visual, collaborative and kinesthetic way of working by downloading the 10 free change tools, which include a combination of frameworks from the book and powerful tools like:

  1. The Visual Project Charter
  2. The Eleven Change Roles™
  3. A visualization of the ACMP Standard for Change Management®

I’ve invested decades and millions of dollars worth of time into putting this toolkit together for you (this is my 10,000 hour project for those Gladwell fans out there). The crazy part is that your annual investment in the Change Planning Toolkit™ will be less than the cost of hiring a change consultant for even 30 minutes.

You can learn more about the Change Planning Toolkit™ by checking out this short 25-minute introductory webinar.

I hope you’ll consider thinking differently about change, and I encourage you to consider about joining the change revolution at whatever starting point above that feels comfortable for you.

Get started with the Change Planning Toolkit™ here


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Innovation at Scale: How to Make Change Stick

Innovation at Scale: How to Make Change Stick

GUEST POST from Art Inteligencia

Innovation is the key to staying ahead in a competitive market, but making transformative change can be a challenge. Whether it’s a new product or process that needs to be implemented, or a shift in the way an organization does business, the impact of innovation must be felt throughout the organization in order to be successful. This is especially true when the change needs to be implemented at scale.

Organizations can focus on a few key strategies to ensure that adoption of innovation at scale is successful. First, ensure that the organization is well-prepared for the innovation. This includes having the right technology, infrastructure, and training in place to support the change. By investing in the proper resources upfront, the organization is more likely to be successful in implementing the change.

Second, create a culture of innovation. Encourage employees to think outside the box and take risks. This doesn’t mean that all ideas should be given a green light, but it’s important to ensure that employees feel comfortable bringing their ideas forward and that those ideas are given a fair chance to be explored.

Third, ensure that there is clear and effective communication about the innovation. Make sure that everyone in the organization is aware of what the innovation is and how it will affect them. Provide training and resources to support the change, and make sure to solicit feedback from employees to make sure the change is understood and accepted.

Finally, create systems and processes that make it easier to implement the change. This can include automating certain tasks, streamlining existing processes, and providing tools and resources to make the change easier to adopt.

Braden Kelley, author of Charting Change, offers five key findings to help organizations make change stick at scale:

1. Understand the Nature of Change – The first step to making change stick is to understand the nature of change itself. Kelley emphasizes the importance of recognizing that change is a process, not a single event. By recognizing the complexity of change, organizations can better plan for the process and make sure that new initiatives are implemented successfully.

2. Establish a Change Culture – Establishing a culture of change is essential for making change stick. Kelley recommends that organizations create an environment where change is seen as an opportunity rather than a threat, and where employees are encouraged to take risks and experiment.

3. Make Change Visible – To ensure that change takes hold, Kelley advises organizations to make the process of change visible. This could include creating a visual representation of the desired end-state, or using storytelling to communicate the importance of the change.

4. Embrace Adaptive Change – According to Kelley, organizations should be open to making changes along the way and learning from mistakes. By embracing adaptive change, organizations can adjust and adapt as they learn more about their customers, their industry, and the environment.

5. Celebrate Successes – Finally, Kelley suggests that organizations celebrate their successes. Celebrating successes helps to reinforce the desired behavior and can help to motivate employees to continue to innovate.

By following these five key findings and leveraging the tools in the Change Planning Toolkit from the Human-Centered Change methodology, organizations can make sure that their new initiatives are implemented successfully and that change sticks. By understanding the nature of change, establishing a change culture, making change visible, embracing adaptive change, and celebrating successes, organizations can make sure that their innovations are implemented at scale and that change sticks.

Bottom Line: Innovation at scale is a challenge, but it is possible. By taking the right steps to ensure the organization is well-prepared for the change, creating a culture of innovation, and providing clear and effective communication and systems, organizations can make sure that their initiatives for change stick.

Image credit: Pexels

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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!


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CyberMonday Specials on Valuable Tools for Innovation and Change

CyberMonday Specials on Valuable Tools for Innovation and Change

You can now get a Lifetime Commercial License for the Change Planning Toolkit™!

Thank you to everyone that has already:

1. Gotten the 10 Free Tools to sample the power the toolkit
2. Purchased my book Charting Change and gotten 16 more tools to use
3. Considered purchasing a license to all 50+ tools in the Change Planning Toolkit™

Previously there were three options for using the Change Planning Toolkit™ to make money:

Option 1 for companies — $99.99 per year per user
Option 2 for companies — $299.99 + $2 per employee per year*
Option 3 for cities/states/countries — $0.01 per resident per year ($1,000 minimum)*

* These special licenses give full access to every person in the company or in the region.

BUT,

Now I’m super excited to announce the availability of a fourth option for people – the Lifetime Commercial License!

Available now for only $999.99 per user
(a $36,999.00 value)

FLASH SALE!

First FIVE (5) people get a special price of $249.99 per user on a lifetime license
with coupon code 250LIFETIME

Next FIVE (5) people get a special price of $499.99 per user on a lifetime license
with coupon code 500LIFETIME

AND as a special bonus,

  1. I will credit any educational license investment towards the purchase of a commercial or city/state/country license
  2. If you refer a company or a city/state/country to me and they purchase a bulk license, I will share 20% of the year one revenue with you

** NOTE: Lifetime refers to lifetime of the individual person or company

Thank you for continuing to support the change revolution!

 

SPECIAL OFFER: Become a Disruptive Innovation Toolkit™ Patron

The Human-Centered Innovation Toolkit™ will be coming soon, and you can become a Patron by helping to fund its completion through a site license or a city/state/country license and as a reward get instant access to the POSTER SIZE version of The Experiment Canvas™ and the many other tools I’ve already completed. You’ll then of course get access to the rest of the toolkit as I complete it. You’ll get this instant access at a permanent 50% discount off the normal $2/yr per employee or $0.01/yr per resident, meaning your cost will be a paltry $1/yr per employee or $0.005/yr per resident for the lifetime of the license. AND, we can negotiate a period of advance exclusivity, allowing you to get access to the tools as they are completed and get exclusive access to the complete toolkit for an exclusive period of time in advance of the general public (exclusive period TBD).

Please contact me if you are interested in accelerating your innovation efforts and getting a competitive edge over your competition.


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Interview with Launchstreet About How to Increase Organization Agility and Speed of Innovation

Interview with Launchstreet About How to Increase Organization Agility and Speed of Innovation

I was fortunate enough to join Tamara Ghandour of GoToLaunchStreet, a TED speaker and entrepreneur recently for an interview for her Launchstreet podcast. From building and running multi-million dollar businesses, advising Fortune 500 companies like Disney, Procter and Gamble and RICOH on fostering innovative ideas and people, Tamara’s life is about breaking through the status quo for game-changing results, and that’s what her keynotes, online programs and assessments can do for you. Obviously we’re kindred spirits so check out the lively conversation we had on her podcast!

Listen now to this episode on Inside LaunchStreet:

Download Link | iTunes | Stitcher Radio

Click the links below to find out more about the resources mentioned in the podcast:

The Experiment Canvas™

The Change Planning Toolkit™

Stoking Your Innovation Bonfire: A Roadmap to a Sustainable Culture of Ingenuity and Purpose, by Braden Kelley

Charting Change: A Visual Tool Kit for Making Change Stick, by Braden Kelley


Accelerate your change and transformation success

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Flash Sale – Change Planning Toolkit™ Lifetime License

Flash Sale - Change Planning Toolkit™ Lifetime License

You can now get a Lifetime Commercial License for the Change Planning Toolkit™!

Thank you to everyone that has already:

1. Gotten the 10 Free Tools to sample the power the toolkit
2. Purchased my book Charting Change and gotten 16 more tools to use
3. Considered purchasing a license to all 50+ tools in the Change Planning Toolkit™

Previously there were three options for using the Change Planning Toolkit™ to make money:

Option 1 for companies — $99.99 per year per user
Option 2 for companies — $299.99 + $2 per employee per year*
Option 3 for cities/states/countries — $0.01 per resident per year ($1,000 minimum)*

* These special licenses give full access to every person in the company or in the region.

BUT,

Now I’m super excited to announce the availability of a fourth option for people – the Lifetime Commercial License!

Available now for only $999.99
(a $36,999.00 value)

FLASH SALE!

First FIVE (5) people get a special price of $249.99
with coupon code 250LIFETIME

Next FIVE (5) people get a special price of $499.99
with coupon code 500LIFETIME

AND as a special bonus,

  1. I will credit any educational license investment towards the purchase of a commercial or city/state/country license
  2. If you refer a company or a city/state/country to me and they purchase a bulk license, I will share 20% of the year one revenue with you

** Lifetime refers to lifetime of the individual person

Thank you for continuing to support the change revolution!


Accelerate your change and transformation success

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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

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