There are several important considerations for the implement stage. Depending on the size of your organization and/or magnitude of change, you may want to pilot test your change initiative. It is also important to monitor your timelines, establish measurement mechanisms to track your progress, celebrate and reward milestones, manage employee reactions to change, learn new tasks/roles and lead by example.

Methods and Tools for IMPLEMENT stage

The DESC Model for Assertive Communication outlines a communication formula useful for preparing for situations that are conflicting or confrontational.

The Internal Participation Scale (IPS) measures inter-professional, patient-centred teamwork from the perspective of both health care professionals and patients.

The Leader-Member Exchange questionnaire explores how leadership styles impact team behaviour and relationships between staff and management. It helps identify strengths and areas for improvement so leaders can consciously make changes to adapt to the needs of different staff members.

The Measures of Trust, Trustworthiness and Performance Appraisal Perceptions examine employee trust with top management and its relationship to perceptions of the performance appraisal system.

The MINT Framework helps organizations develop measurements to assess team innovation capability in their activities and processes. The resource looks at three levels (measurement areas, measurement factors and measurement inspiration) and describes four main steps (innovation elicitation, project selection, ways of working and impact).

The Organizational Change Uncertainty Scale helps users understand and address different types of uncertainties employees may experience during organizational change, including strategic, structural and job-related uncertainties.

The Outcome and Procedural Fairness Survey assesses perceptions of employees undergoing facility relocation. The survey considers employee voice, justification, procedural fairness, outcome fairness and intention to remain.

The RACI Matrix is a delegation tool that can be used by managers and project leads to identify, discuss, agree on and communicate roles and responsibilities for relevant stakeholders.

The Teamwork Quality (TWQ) Construct measures the quality of team interaction through six key facets: communication, coordination, balance of member contributions, mutual support, effort and cohesion.

The Tool for Analysing Organisational Change Prospectively, in Real Time or Retrospectively considers the wider context of organizational change. It specifically addresses emotional factors during the change process.

The Transfer of Training Climate and Continuous-Learning Culture Scales assess post-training behaviours of managers in relation to the influence of the work environment on the transfer of training (i.e., the application of knowledge, skills, behaviours and attitudes from training to the workplace).

The Utrecht Work Engagement Scale (UWES) assesses levels of energy and mental resilience while working, along with sense of significance, inspiration, pride, challenge and concentration in work. These are aligned with three dimensions of work engagement: vigour, dedication and absorption.