The 5R Change Leadership Framework

1. Reality — Name the facts and constraints. Share the scoreboard and the stakes.
2. Reasons — Explain the “why” so people can attach meaning to the work.
3. Roadmap — Translate strategy into milestones, owners, and dates.
4. Roles — Define who decides, who executes, and how you’ll escalate.
5. Rhythms — Install the operating cadence that keeps momentum (weekly priorities, monthly retros, quarterly resets).

Organizational Change Leadership Your 30-60-90 Stabilization Plan

Getting Started Days 1–30: Assess & Align

• Stakeholder map (influence × impact) and risk register with mitigations.
• Communication cascade with a one-page narrative.

Make it Happen! Days 31–60: Execute & Enable

• Launch two high-leverage pilots; define success criteria.
• Train managers on feed-forward coaching and Check-Back delegation.
• Publish live dashboards to replace status meetings.

Looking Good… Days 61–90: Optimize & Scale

• Run WWW/EBI retros; expand what works, sunset what doesn’t.
• Lock in new rituals and celebrate wins publicly.

Communication That Calms Turbulence

• Message Map: Core message → three proof points → action request.
• Standardize updates as Issue → Options → Recommendation → Decision.
• Timebox meetings to 50 minutes; reserve the last 10 for commitments.

Metrics That Matter

• Leading: customer conversations, cycle time, pilot velocity, decision SLAs.
• Lagging: retention, revenue, margin, CSAT. Publish a weekly Change Scorecard.

Pitfalls to Avoid

• “Big bang” change. Better: Pilot → Prove → Scale.
• Vague ownership. Better: RACI + decision log after every meeting.
• Rumor mill beats you. Better: Set a comms drumbeat and keep it.

Quick-Start Checklist

• One-page narrative + Message Map ready.
• Stakeholder map + risk register visible.
• Weekly priorities/retro cadence running.
• Two pilots live with clear success criteria.

Organizational Change Leadership FAQ