Change Enablement Framework

A practical guide for leaders navigating transformation in the AI era

1.) Assess Readiness

Where to start:

- Measure cultural alignment and psychological safety through employee engagement and pulse surveys – be sure to ask the same questions to properly measure trends.

- Gauge leadership sponsorship, are leaders willing and ready to support these engagements and ready to commit resources? If not, build a one-page business case to show the potential impact of getting this right.

- Identify skill gaps and employee sentiment through surveys or focus groups. If you have collected good data, you can do some in-depth analysis, if not, organizations like Changeforce.ai (full disclosure: I do work for them) who have tools to do this analysis quickly and thoroughly.

Basic Metrics to track:

- What percent of leaders are actively sponsoring various change initiatives?

- Employee readiness scores (pulse surveys, sentiment analysis) to determine appetite for change and strategize how to get the score to a place where enablement can occur successfully.

Pitfall to avoid:

Do not jump into rollout without clarity on organizational capacity, sponsorship model and known resources.

2.) Co-Design the Journey

What you should be doing:

- Involve end-users early in shaping pilots, workflows, and communications, you can do this through design thinking and listening sessions. Think about layering governance model committees to include multiple voices and champions who can help design and deliver enablement.