Change in the business world is an inevitable step to increase productivity and remain competitive in the market. It allows any company to adapt to developments in an ever-evolving market. However, such change is not without challenges, as several mistakes can easily be made, despite prior preparation. An interactive approach to change has therefore been developed to prevent these pitfalls from leading the project straight to failure. In this article, we help you understand the relevance of Leavitt’s Diamond model in change management.
With the rise of digital technology and the evolution of customer expectations, many companies today are considering change in their organization. But to successfully implement change, change management plays a fundamental role. There are various tools and methods that can help you achieve good results. At Lemon Learning, we offer support in the change process of your company with one of the best digital adoption tools on the market.
American industrial psychologist Harold J. Leavitt developed Leavitt’s Diamond, a relevant model that allows you to identify and measure the various impacts change can have on a company as a whole.
Leavitt defined four major components intrinsic to any business or organization:
These different components are intimately linked and interact with each other to shape the destiny of the company. Each variable experiences the repercussions of any change, no matter how minor, in one or more of the other three variables. Therefore, it’s essential to understand the connection between these four elements to make your change strategy more effective.
Organization can be defined as the distribution of authority (hierarchy) and responsibilities (division of labor). It also encompasses the distribution of all rules and information procedures. The structure of an organization is fundamentally based on its hierarchical system and the interactions between different levels of management, departments, and employees (communication, coordination). It establishes a general framework for task accomplishment within the company and a foundation for daily work procedures.
A change to one component inevitably leads to a modification of the organization. For example, recruiting qualified individuals may result in a reduction in the number of managerial positions. The same can happen if you empower an existing employee through training.
Concerning changes in tasks, a reorganization of your company’s structure will impact the responsibilities of each individual. This could involve a merger, relocation, or departmental subdivision.
Regarding technology, it involves the automation, computerization, or virtualization of processes that bring about significant changes within the organization. This can include the creation and elimination of positions and services. At Lemon Learning, our tool is specifically designed to provide perfect support for all stakeholders in your company.
Tasks must be well-defined and appropriately assigned to allow your teams or collaborators to have a clear vision of their work. A change in any of the other three factors will have a real impact on business processes.
In the case of changes in your workforce, you will also be required to modify tasks or objectives. This will enable you to optimally use the skills and knowledge of your collaborators. For example, by hiring an accountant, you certainly won’t continue using your old manual accounting process.
For a change in structure, you might decide to transition from a hierarchical pyramid configuration to a flat organization. In this case, you will also need to modify tasks, processes, or even objectives. The merger of two departments into one or the division of a department into two distinct entities inevitably involves a change in objectives.
The transition to new technology also implies leaving old working methods behind and undergoing a transformation of tasks. Objectives must also be rethought and readapted.
The human dimension of change in business naturally concerns the organization’s employees. With Lemon Learning’s change management method, employees are not merely perceived through the positions they hold. It’s more about a holistic perception that takes into account various abilities, knowledge, skills, efficiency, productivity, etc. To better understand the interactions with the other three components, let’s explain how this variable can be modified in relation to changes in the other three variables.
A change in roles within your company (or a newly established service) involves implementing training for your employees. This allows them to learn and integrate new methods. Similarly, for an organizational change, your employees need to assimilate their new position and responsibilities. They will also need to get to know their new colleagues.
Regarding the evolution of your company’s technology, it will lead you to implement a training program for your employees. Such training will enable them to effectively take ownership of new tools without the risk of damaging or compromising processes.
If change is a vital step for a company’s development, it generally does not occur without resistance. You must overcome the resistance of your collaborators, which is a major challenge in business management. At Lemon Learning, we provide a tool to accelerate the adoption of your business software, to help you take an additional step in overcoming resistance to change.
Technology includes all elements that assist or facilitate the work of employees. It must also adapt in the event of a change in any of the other three variables. Every technological update and improvement constitutes a significant change, as there will certainly be adjustments to be made within the company. For example, you may need to renew hardware or organize training sessions…
Like all other components of Leavitt’s Diamond model, technology will undergo changes when modifications are made to any other variable. Technology will then need to be adapted to the knowledge, skills, and qualifications of your collaborators and vice versa, in order to make the most of the workforce. Regarding changes in tasks, the creation of new jobs may lead you to opt for state-of-the-art equipment. As for organizational changes, they may involve the automation of certain jobs, thus requiring a real investment in high-performance equipment.
All variables of Leavitt’s diamond model must be balanced for your organizational transformation projects to be successful. It is essential to consider each element of the diamond. Furthermore, a holistic approach to change management will help you implement a profound and lasting transformation.