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What are the five pillars of change?

The 5 pillars of sustainable change are leadership, strategy, culture, structure, and systems. These pillars play a significant role in making change successful in any organization.

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There are many different Change Management methodologies which may prove effective in the diagnosis and implementation of change for your company as you move toward the second half of 2017. In this series of posts, we will explore several of these models and theories. Today we will be exploring 2 topics: 1) The 5 Pillars of Sustainable Change and 2) how to overcome resistance to change.

The 5 Pillars of Sustainable Change

The 5 pillars of sustainable change are leadership, strategy, culture, structure, and systems. These pillars play a significant role in making change successful in any organization. Below we will take a look at each pillar individually and then examine how the pillars, collectively, can assist your company in its move toward change. Pillar 1: Leadership - Successful change initiatives start with leaders who are able to effectively articulate a vision and motivate people to move toward it. For your company, this may mean that leaders can make change successful by stating the vision clearly and ensuring that people understand it, and by motivating their employees to take steps toward change. Successful change initiatives start with leaders who are able to effectively articulate a vision and motivate people to move toward it. For your company, this may mean that leaders can make change successful by stating the vision clearly and ensuring that people understand it, and by motivating their employees to take steps toward change. Pillar 2: Strategy - If vision looks at what we’re trying to change, the strategy looks at how we’re going to change it. When effective strategies are in place, the changes are more likely to “stick” and to become ingrained in the organizational culture. If vision looks at what we’re trying to change, the strategy looks at how we’re going to change it. When effective strategies are in place, the changes are more likely to “stick” and to become ingrained in the organizational culture. Pillar 3: Culture - Culture is the culmination of environments, people, and core beliefs that make up an organization. Vision and strategy can influence culture, and culture plays a major role in making change successful. If the company culture rejects risk, it is less likely that changes will be anchored after they are implemented. Adversely, if the company culture embraces risk, changes are more likely to be successful in the long term. Culture is the culmination of environments, people, and core beliefs that make up an organization. Vision and strategy can influence culture, and culture plays a major role in making change successful. If the company culture rejects risk, it is less likely that changes will be anchored after they are implemented. Adversely, if the company culture embraces risk, changes are more likely to be successful in the long term. Pillar 4: Structure - The structure of an organization also plays a big role in determining how successful a change initiative will be. Companies must examine their own organizational structures and determine how to align change strategies with the abilities and limitations of the structures.

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The structure of an organization also plays a big role in determining how successful a change initiative will be. Companies must examine their own organizational structures and determine how to align change strategies with the abilities and limitations of the structures. Pillar 5: Systems - Systems, the last of the 5 pillars of sustainable change, refers to the ways in which organizational subparts come together to work as a whole; the ways in which the organization operates. We may estimate how successful change will be for an organization by first looking at how well the organization functions as one unit. Together, these 5 pillars help us determine if an organization is ready for a change by asking if the organization’s leadership, strategy, culture, structure, and systems are aligned to the company’s vision.

How to Overcome Resistance to Change

It should be expected that some resistance to change will be felt from a company's employees whenever change initiatives are underway. The more extreme the impending change the more resistance will be felt, in theory. In preparation for likely resistance, your company may identify reasons why resistance may occur. Identified reasons may include:

Organizational inertia

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Lack of trust

Personal reasons

Thankfully there are many ways to overcome, or at least to lessen the impact of, resistance to change. When big changes are approaching, employees may feel some level of organizational inertia (resistance to departure from the status quo or “the way things have always been”). In these situations, change leaders may use the approach of education and communication to persuade resisting employees to support the change. Some employees may experience a lack of trust toward the change leaders or even toward the impending changes themselves. In these cases, leaders may invite employees to participate and be involved in the change process itself. In doing this, leaders show employees that they can be trusted, and that change can be a team sport. Lastly, leaders can offer facilitation and support to employees who are resisting change because of personal reasons.

Things to think about:

1. Do you feel that your company's 5 pillars are indeed aligned with your vision for change and that your organization is ready to make the changes it desires?

2. What are the most common reasons for resistance to change within your organization? What are some strategies you have found to be effective in overcoming this resistance?

linkedin.com - Change Management Series - Part 5: Resistance to Change and the 5 ...

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