Definition
Change management guides people from current to target behaviors via communication, capability building, incentives, and participation—while addressing resistance.

Introduction
People don’t resist change; they resist loss and uncertainty. Good change design makes the new way easier, safer, and rewarding.

Explanation

Case for change: burning platform + better future; concrete “what changes for me.”

Stakeholder map: sponsors, neutrals, resistors; tailored plans.

Enablement: training, job aids, sandbox practice, mentors.

Incentives & consequences: align performance metrics; remove perverse incentives.

Participation: co-design pilots; celebrate early adopters.

Signals: leaders model behaviors; remove blockers (policies, tools).

Sustain: reinforce for 90–180 days; measure adoption; prevent regression.

Key Takeaways

Change = story + skills + systems + stakes.

Involve people early; reward adoption, not slide attendance.

Address incentives that keep the old way alive.

Real-World Case
Domino’s Pizza (2009–2012) faced harsh feedback, redesigned recipes, rebuilt ops, and ran transparent campaigns; training + incentives drove adoption of new standards system-wide.