Intro to 3C Change
Last updated
Last updated
Effective change management is the backbone of organisational success in today’s fast-evolving business environments. It enables organisations to adapt to new strategies, technologies, processes, and market demands while mitigating risks and fostering sustainable growth. At its core, change management focuses on guiding individuals, teams, and entire organisations through the transition process to embrace and adopt new ways of working.
The 3C-Change Management Model provides a structured, collaborative, and risk-based approach to managing change. It ensures alignment with strategic objectives and seamless adoption across stakeholder groups. Drawing from Lean Change Management, ITIL v4.0, and other well-established change theories, the 3C model emphasises engagement, communication, and agility.
The 3C-Change Model revolves around three essential pillars:
Capture: Identify the need for change by assessing the strategic, technological, and organisational environment. Understanding the change's impact on people, processes, policies, and technologies is critical. Communication of the "why" and desired outcomes is essential during this phase to create buy-in and clarity among stakeholders.
Consider: Evaluate the risks, challenges, and opportunities of the change. This phase involves collaborating with stakeholders to co-design and co-define what will change and remain stable. Addressing the potential impact on job roles, skills, and structures is essential to preparing individuals and teams for the transition.
Conduct: Implement the change planned and systematically, leveraging a formal change network that fosters ongoing collaboration. Leadership must support capability development initiatives, helping employees acquire the new skills required for success in the changed environment. Embedding the change in the organisational culture ensures long-term sustainability, with continuous performance measurement and improvement.
A structured approach to change minimises disruptions, reduces errors, and enhances the organisation's agility in responding to new demands. Organisations can avoid adverse outcomes such as project delays or service interruptions by applying risk-based thinking. Well-planned change management also leads to positive outcomes like increased efficiency, fewer errors, and improved quality of outputs.
Key factors to consider when planning and executing changes include:
Purpose of the change and its potential consequences
The Integrity of the systems or processes affected
Resource availability and allocation
Clear definition of responsibilities and authorities
A successful change process involves disciplined governance, formal policies, and meticulous documentation of workflows and roles. Additionally, automation tools may be used to streamline processes where appropriate. By establishing a solid foundation of governance, organisations can navigate change more efficiently and reliably.
Before any changes are implemented, it’s crucial to verify the following:
Comprehensive reviews covering technical, safety, security, and environmental aspects
Identification and mitigation of risks and consequences
Compliance with regulatory and legal requirements
Clear communication and training for all affected personnel
Proper documentation of the change process
After the change is implemented, continuous monitoring ensures that:
Changes are performing as intended
Relevant documentation is updated and complete
Stakeholders are informed and equipped to operate within the new environment
Any regulatory or legal obligations are fulfilled
Budgets and plans are revised as necessary to align with the new structure
The 3C-Change Model brings discipline and quality control to every phase of the change process, from planning and risk assessment to implementation and evaluation. By adopting this model, organisations can ensure that changes are effectively managed and deliver measurable benefits and value for all stakeholders.
