80 – 16 – 4 … Change programs often fail because they are tackled at a full-scale basis; this 80-16-4 Change Model does the opposite because successful change is achieved consistently over time. This model is simple, effective and a proven approach many of my executive coaching clients have embraced successfully.

Keeping 80% the same provides a sense of confidence and security, and a solid base from which transformation can take place – counter-intuitively, this 80% becomes the FIRST point of communication within a client’s Vision as they empower others to move towards new ways of doing things.

Next is to identify the 16% that needs to stay the same, but can be done in a different, faster, better way. This also provides a sense of security as well as providing a solid link towards what will be new.

Next is to identify the 4% that will be new, which often creates fear and resistance, and generates an emotional reaction (positive or negative). THE KEY IDEA … When the 4% new has been achieved, it becomes part of the 80% and the cycle continues. Depending on the scale of the inspiring Vision, change can take less than a month … if for example a new 4% is introduced daily!

Examples are endless across all aspects of business from clients, logistics, accounts, product offers, profitability etc. … for example, focusing on the 4% of teams issuing invoices late, the 4% of customers who are most dissatisfied, the 4% of clients who are the most profitable, the 4% of orders that were not delivered …

From experience, identifying and dealing with the 4% makes it considerably easier to transform the remaining 96%!

Success is dependent on developing an inspiring Vision behind which a committed group of change agents can empower people to take action at pace, celebrate and reward (quick) wins, and consolidate the 4% new to make way for the next 4% new.

A big shout out to Stephen Gribben who shared his 80-16-4 wisdom with the leadership world.