Change Curve Example

Change Curve Example

Problem Statement

Conduct a survey for a selected change initiative and determine the status of the change initiative. What phase are most of the team members in? What actions would you take to address this issue?

How to perform analysis

Step 1: Open Sigma Magic
  1. Click on the Sigma Magic button on the Excel toolbar.
  2. Click on the New button to create a new project.
Step 2: Add the analysis template
  1. Click on the Tool Wizard to add the analysis template.
  2. Click on Change and then Change Curve.


Step 3: Specify analysis options
A new worksheet will be added to your workbook. Analysis Setup will be automatically opened, in the setup tab specify the survey results.



Step 4: Enter the details in worksheet
Click Create, the worksheet will created and then enter all the details. A sample is provided below:



Click on Analysis Setup and then click on Checklist, all items on the checklist should be marked.



If you need to make changes to the charts, specify the optional settings in the Charts tab.

 Labels:

  • Add a title for the chart.
  • Label the X-axis and Y-axis appropriately.

Appearance:

  • Adjust colors, font sizes, or other visual elements as needed.
  • Enable/disable gridlines or background shading.


Click the Verify tab to ensure all the inputs are okay and shown in a green checkmark.



Step 5: Generate analysis result
Click OK and then click Compute Outputs to get the final results



Interpreting Results

  1. Status Quo(Shock/Denial) count is 12 individuals (44.4%)
  2. This is the most prevalent type, showing that most persons are still at the initial shock-denial stage with regards to acceptance of the change. They might be shocked, and hence, they are avoiding facing the reality by avoiding any dealings with the new situation.
  3. Disruption (Anger/Resentment) is 8 persons (29.6%)
  4. A large proportion of people fall into this stage, feeling irritation or anger. They are better informed about the change but unable to accept it.
  5. Exploration (Acceptance) is 3 individuals (11.1% of respondents)
  6. A few have started to accept and explore the positive aspects of the change. They may be beginning to adapt and test the new systems or processes.
  7. Commitment (Integration) is 4 individuals (14.8% of respondents)
  8. A few are fully committed and aligned with the new way of working. They are at the final stage and have incorporated the change into their routine.
  9. Nearly half of the respondents are in denial or shock, indicating that communication about the change might be inadequate or unclear.
  10. There is a need for more efforts to address concerns and provide clarity about why the change is happening and how it benefits individuals.
  11. With 29.6% in the "Disruption" stage, leadership should focus on managing resistance. This can be through emotional support, acknowledging frustrations, and offering platforms for feedback.
  12. Only 11.1% of people are exploring the change, which is a key transition point. Encouraging participation, hands-on experience, and training can help more people move to this stage.
  13. 14.8% in "Commitment" is a success proof that indeed, change can happen with appropriate strategies. Hearing of their experiences, success stories or case studies could inspire people to change.

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