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It’s impossible to adapt to change if you don’t have prepared people. To manage and adapt to continuous change, your approach must be based on more than process; it must accompanied by a change in culture – a culture that accepts continuous change and continuous learning.
NextB® Change is our framework to help organizations create a custom solution for change adoption. By harnessing the power of internal people to lead the transformation program, NextB® Change will accelerate results, reduce resistance to change, and create a continuous change culture. It is based on the mindset of agile culture and is structured around a collaborative work process that ensures the solution is adapted to the specific reality of the organization. Our framework allows teams to iteratively and incrementally develop solutions for sustainable and scalable adaptation to change.
The benefits of our NextB® Change framework:
NextB® Change is applicable and adaptable to any context of change. Because it is based on simple principles and practices, it can be used to structure a specific change initiative or in the execution of a full-blown transformation.
Initiatives are led by the people in the organization who are impacted by the change.
Learning from our own discoveries is critical in the constantly changing VUCA environment we live in today.
Learning is most powerful when combined with an open attitude of sharing knowledge.
Maintain the momentum of a change by delivering results as soon as possible.
Promote experimentation and tolerate error to quickly validate hypotheses without business impact.
Generate conversation and feedback on a regular basis to propel a continuous improvement cycle.
NextB® Change prepares and lays the foundation for change to take shape and be accepted. As part of this process, we identify implementation actions that revolve around the Change Narrative. This narrative supports the change initiative by providing a clear and concrete message to help everyone going through the change to understand its purpose and view it as something real, desirable, and achievable.
Collaborative work to define vision, scope, and exclusions. Agree on what is motivating the change initiative and use it to help make decisions throughout the change process.
Define goals and benefits, expected behaviors, and indicators, metrics and/or OKRs.
Determine how prepared your organization is for change by defining the current situation, performing force field analysis, and analyzing stakeholder readiness.
Propose a preliminary roadmap that includes the MVP and start detailing the Backlog by identifying key milestones, deliverables, and requirements.
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