The infamous change triangle (4)

Our new change triangle is now a double triangle:

What this means is that

  • if you are considering change you need to consider all seven dimensions.
  • when you look at your change management processes they need to explicitly acknowledge and deal with each of the seven dimensions
  • you need to be able to assess and address each of the seven dimensions in making change.

More experienced practitioners will immediately see why their people-process-technology approach to change has left holes and not delivered the desired smooth or effective change at times.

For example, a project to realign and restructure a department can involve

  1. Strategy — how does this impact or is it impacted by the strategy? Is it consistent?
  2. People — who is impacted and by how much? Are they up to the new changes?
  3. Structure — what will be the new structure and specific accountabilities?
  4. Infrastructure — what new space, equipment, physical networks, etc will be required?
  5. Information — what changes to the information/reporting/measurement flows will be required?
  6. Processes — what processes will change, how and why? What systems changes are required?
  7. Culture — how will this challenge the mindsets and belief systems? How radical a change is this to the current ways of thinking?

Trying to achieve just an organizational change without all seven dimensions is a recipe for disaster.

What do you think? Do you think the P-P-T triangle meets all of your needs? Comments to the blog

© Jed Simms, Australia, 2009

Topics: Mental Models, Beliefs and Myths

Further Reading



[1] ...

Revision History

First published: Simms, J. (June 2009) as "The Infamous Change Triangle (4)"

Updated: Chapman, A. (March 2020), Revisions and Corrections