Key terms, frameworks and concepts in change management — explained clearly for practitioners at every level.
The degree to which employees are actually using and benefiting from a change in their day-to-day work. The ultimate measure of successful change management — distinct from awareness or training completion.
Striviz's proprietary change management framework — Awaken, Engage, Transform, Solidify. A four-stage model designed for practical application in Australian and global organisations.
The first stage of the Striviz Framework. Recognising and establishing the case for change, assessing readiness, identifying resistance and securing sponsorship before the programme launches.
A document that articulates the rationale, benefits, costs and risks of a change programme. A strong business case includes both the financial case and the people case.
An employee who actively supports and advocates for a change programme within their team or business unit. Change champions are typically informal influencers rather than formal leaders.
The state of exhaustion that occurs when employees are subjected to too many changes simultaneously or in rapid succession. A leading cause of resistance and disengagement.
A structured analysis of how a change will affect different roles, processes and systems within an organisation. The foundation of effective change planning.
The structured approach to transitioning individuals, teams and organisations from a current state to a desired future state — minimising disruption and maximising adoption.
The degree to which an organisation and its people are prepared to embrace and successfully implement a planned change. Assessed across multiple dimensions including leadership alignment, culture and capacity.
Opposition to a proposed change, ranging from passive non-compliance to active sabotage. Resistance is a natural and predictable response to change — the goal is to understand and address it, not eliminate it.
The point at which the volume of change an organisation is managing exceeds its capacity to absorb further change. A major risk in organisations running multiple simultaneous transformation programmes.
A structured document detailing what will be communicated, to whom, when, through which channels, and by whom throughout a change programme.
The second stage of the Striviz Framework. Building genuine participation through stakeholder engagement, segmented communication, feedback mechanisms and manager enablement.
The point at which a new system, process or way of working officially launches. In change management, go-live is the beginning of adoption — not the end of change.
Actions taken to sustain a change after initial implementation — including recognition, performance management integration and continued support. Corresponds to the Solidify stage of the Striviz Framework.
The systematic identification and addressing of resistance to change — understanding its sources, engaging with resistors and converting resistance into constructive feedback.
The financial return generated by investing in change management — typically measured through avoided productivity loss, accelerated adoption, reduced rework and lower attrition.
The fourth stage of the Striviz Framework. Embedding change permanently through reinforcement, capability assessment and deliberate connection to the next change cycle.
The most senior person accountable for a change programme. The quality of sponsorship is consistently identified as the #1 predictor of change success.
Any person or group with an interest in or affected by a change programme. Effective change management maps, segments and engages stakeholders based on their influence, impact and sentiment.
A visual tool showing all stakeholders affected by a change, their level of impact, their current sentiment, and the engagement actions required.
An assessment of the skills and knowledge gaps created by a change, used to design targeted training programmes for each affected role.
The third stage of the Striviz Framework. Implementing the change with adaptive playbooks, real-time adoption tracking and targeted resistance management during delivery.