Change Management

Change Management at Logan Consulting


Change management is an integral part of the success of any implementation project. Plans themselves do not capture value; simply implementing a new ERP does not capture value. Instead, value is captured through ongoing, collective actions of the employees responsible for designing, executing, and living in the new environment.

Logan Consulting has developed a 9-step framework that it employs during client engagements, ensuring that its clients receive the maximum benefit from our consultations. The 9 steps in our framework can be categorized into three main categories: Before the Implementation, During the Implementation, and After the Implementation.

Before the Implementation

During the Implementation

After the Implementation

Communicate a Shared Vision with Urgency

  • Define Vision with executives and senior management
  • Develop a 5-minute summary for Role Models to present to impacted stakeholders
  • Communicate underlying threats, opportunities, and scenarios driving the Vision

Engage Best and Brightest in Design

  • Upstream and downstream participation in Project Design Sessions
  • Engage expertise outside of Project Team
  • Challenge processes or requirements that deviate from the Vision

Consistently Communicate and Measure Progress

  • Measure progress of change initiatives using ERP Metrics, KPIs, surveys, etc.
  • Create monthly audience-appropriate communications
  • Apply your vision to all aspects of operations — from training to performance reviews

Form a Powerful Coalition

  • Define the roles and responsibilities of Steering Committee
  • Identify change agents that can serve as Role Models
  • Work on team building within this change coalition

Train Role Models

  • Ensure Role Models can speak to Vision
  • Provide Business Value Talking Points for communication purposes
  • Provide Role Models with monthly updates


  • Identify short term wins that will motivate your organization
  • Reward the employees who help you meet targets, which will reinforce desired behavior
  • Embed change ideals into hiring criteria

Identify Change Obstacles

  • Conduct Current State Assessment and shadowing sessions with subject matter experts
  • Identify obstacles that could interfere with the Vision’s success
  • Develop a mitigation plan for each obstacle

Foster Understanding

  • Communicate the Vision and its rationale to stakeholders
  • Provide personalized communication for employees outlining how their job will change
  • Build Feedback Loops to monitor how the story is being received

Build on Change

  • Analyze wins to identify what leads to success and proliferate
  • Set goals to continue building on the momentum you’ve achieved
  • Conduct Kaizen events to develop a mindset of continuous improvement

Why is Change Management Important?

Executives at exactly zero companies that disregarded an analysis of employee mindsets during a change program rated the transformation as “extremely successful.” (John Wiley & Sons 2019)

Executives at companies that took the time and trouble to address mindsets were four times more likely than those that didn’t to rate their change programs as at least “successful.” (John Wiley & Sons 2019)

Nearly 70 percent of changes fail, by some estimates, resulting in financial loss and employee cynicism. (Meliorate 2017)

55% of change initiatives meet initial goals and objectives and only 25% of gains are sustained over time. (Forbes 2013)