The following conditions are what determine the success of the Change Monitor:

• Agreement on the principles of working with the Change Monitor, the goal and the approach;
• Implementation of all the steps, up to and including a comprehensive action plan;
• Support aimed at the maximal effect for the organization;
• An appropriate form of working together that will stimulate ownership.

Agreement on the principles of working with the Change Monitor, the goal and the approach

The principal, other relevant parties and the certified senior consultant who is guiding the organization in working with the Change Monitor will thoroughly discuss the underlying principles of this intervention. They will determine whether or not the Change Monitor is suited for the organization, define the results that the use of the intervention should achieve within the organization, and consider how it works in practice. Clarifying the desires and expectations of all sides will ensure a solid basis for working with the Change Monitor.

Implementation of all the steps, up to and including a comprehensive action plan

After they have filled in the survey, everyone will discuss the results. There will be sufficient time for calmly identifying potential difficulties and developing solutions. A prerequisite for starting out with the Change Monitor is that the parties involved are committed to a thorough approach and outcome. If the results turn out to be ‘disappointing’, that is all the more reason for entering into discussion with each other about that. The discussions will conclude with an action plan. Such a plan ensures that the proposed ideas will be turned into results. The action plan helps in the realization of the desired change.

Support aimed at the maximal effect for the organization

The principal and the organization will receive support – for both the content and the process. This will include: The completion of a self-analysis, analysis of the results and getting started with action planning for dealing with any problems that have been identified. This approach is different from the more familiar type of survey research. The core strength of the Change Monitor is the joint exploration and action planning that foster ownership. The certified senior consultant works collaborative with you to ensure that an employee-supported plan of action that will actually energize the employees and lead to results for the organization.

An appropriate form of working together that will stimulate ownership

There are different possible forms for the collaboration when it comes to carrying out the survey and discussing the results. One option could be to give managers a central role. In that case, the support would be directed primarily towards them. A monitor group could also be put together comprising management, support staff and employees that will see to the effective implementation of the Change Monitor in your organization. It is important that everyone involved assumes personal responsibility for the realization of the approach. This will help to give people a sense of ownership for the Change Monitor and that productive actions will be undertaken.