Research just published (April 2016) shows 6 research based principles for organisational change

1. David Wilkinson
www.oxford-review.com
6 research based guidelines
for achieving and sustaining
organisational change

2. Study just published in the Journal of Health
Organization and Management
TASK: to find an
overarching
roadmap or model
for organisational
change

3. No one model
Evidence from the previously
published research…
No one model or process of
organisational change works
consistently and reliably across
different organisations and situations

4. 6 guidelines
They did however find six
principles or guidelines to
consider when planning
organisational change

5. 1. Align vision and action
Understanding the why makes a significant
positive impact and enables everyone to work with
the change and integrate it into their routines.

6. 2. Make incremental changes
Baby steps

7. 3. Foster distributed leadership
Leadership for change shouldn’t solely come from the
top, but should be brought about by all those in
management
"activities tied to the core work
of the organization that are
designed by organizational
members to influence the
motivation, knowledge, affect,
or practices of other
organizational members."

8. 4. Promote staff engagement
The intention here is to
engage the staff positively
in the change and the need
for change, using their
ideas and understanding to
create change and the
pressure for change.

9. 5. Create collaborative relationships
The researchers found that
where there was an
increase in collaborative
practices, (within and
between departments)
change tends to embed
faster and the staff engage
better in the change
process.

10. 6. Continually assess and learn
The feedback from the continual monitoring helps the
leadership to nudge the change in the right direction and
importantly to learn and correct any mistakes.
For example an envisaged change may start to create problems
somewhere in the system. The monitoring and learning process will
highlight problems and success and enable the change to be ‘tweaked’

11. Summary
1. Align vision and action
2. Make incremental changes
3. Foster distributed leadership
4. Promote staff engagement
5. Create collaborative relationships
6. Continually assess and learn.

12. Brought to you by
References
Cameron David Willis Jessie Saul Helen Bevan Mary Ann Scheirer Allan Best Trisha Greenhalgh Russell Mannion
Evelyn Cornelissen David Howland Emily Jenkins Jennifer Bitz , (2016),"Sustaining organizational culture change
in health systems.", Journal of Health Organization and Management , Vol. 30
Spillane, James P. (2006). Distributed leadership (1st ed.). San Francisco: Jossey-Bass. pp.

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