Application

The Change Monitor was developed to help you deal with complex changes that will have major consequences for numerous aspects of your organization and the work carried out by employees. Those could involve structural changes, process improvements, culture changes or new collaborations. It is the joint effort of everyone involved that determines the success of such changes. That is why it makes good sense to hold well-structured discussions with each other about how the change process is going and how people can contribute effectively towards realizing the goals that have been set.

So far, 70 organizations have worked successfully with the Change Monitor. This intervention has contributed to the successful realization of mergers, organizational development, result-oriented work, quality improvements, culture change, and customer-oriented work, among other things. Your situation can also ask for the Innovation Monitor, the Culture Monitor, or another adjustment (see also Practice > Approach).

When does it make sense to use the Change Monitor?

• If a process of improvement, change or renewal is currently taking place within the organization;
• If the management desires to enter into discussion with the rest of the organization about what is going well and what is not going so well within that process;
• If there is confidence in the value of thinking collectively about solutions for problems that have been identified;
• If there is a willingness to actually realize those solutions;
• If time is made available for filling in the survey and for discussing the results.

When does it not make sense to use the Change Monitor?

• If the change process involves fewer than 50 people (in which case there are alternatives to working with a survey);
• If a change process has yet to begin (the survey is made for monitoring ongoing changes);
• If the management is only interested in receiving managerial information but not in entering into a discussion with all of the parties involved in order to learn about change;
• If there is already a crisis situation or if the change involves a major reduction in personnel (in which case there is no basis of trust).