Why make change stick is big challenge (part 2)?

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In my previous post, I’ve share common technique to shifting people mindset and behavior. That are Outside-In and Inside-out. I’ve write about advantage of each technique and how they applied in business. Now I’ll focus on step by step to implement Inside out model as part of Change Management in the organization.

Inside out model consist of 4 sequential step, as illustrated below



Step by Step of Mindset Change using Inside-Out Model 

1. Conduct Situational Assessment
The objective of conducting situational assessment is to have critical mindset issue within organization. But before conducting situational assessment, we’ve to define what is the specific mindset we want to develop within organization to improve organization performance. Collaboration with senior management team is very critical step. Some times arrange mini workshop that attended by senior management team to define specific mindset need to be developed is very effective rather than 1-1 discussion.

Once the required specific mindset has defined, we can identify the gap between present mindset and expected mindset.  There are many tools can be used to identify the mindset issue, but the most popular is Survey. We can create some question related to the specific mindset we’ve defined and ask the respondent to fill out our questionnaire. When we have the result, it’s also important to present it to the collaborated senior management team we’ve discussed before, to share the current situation and ask for their commitment and support.



2. Set up Design Intervention

Inside out model have identified specific lever criteria for the people to change their mindset/behavior. Intervention that we design to address the specific mindset issue must consist of the specific lever criteria. These lever are

a. Role modelling

People will change their mindset and behavior mostly when to see their boss, peers, and their sub ordinate behaving in the new way. One of the cause why change initiatives fail within company is management team doesn’t play as role model as they consider the change is only related to bottom line and is necessary for the bottom line. Some of the design intervention could be set up for this lever are : Conduct Management Walk Program, Leadership action program, etc.

b. Understanding and commitment

Generally people are afraid to change and tend to stay at their comfort zone. When we’re asking for some people to change, the basic question might occur is What is need for me? Why I’ve to change? What if I don’t make change? When we can’t answer this basic question, don’t expect for the people to make change. We need to build intense communication to address this issue. Some of the design intervention could be set up for this lever are : Story development, and story delivery

c. Reinforce with formal mechanism

Human naturally will follow the common process and structure. It’s very important as part of change management program to have the structures, processes and system that are specificly designed to reinforce the behavior. Without this mechanism, people will tend to come back to their comfort zone and their old habit. Some of the design intervention could be set up for this lever are : organization restructuring, provide reward and recognition, set up target and specific metric, and usage of technology

d. Develop talent and skills

We can’t expect someone to change their behavior if they don’t have the skill and competencies to behave in the new way. It’s similar to push our child to go to some place using bike but we know if he can’t ride a bike. However the effort we do to ask to our child, the result will be the same – he won’t go to some direction we asked to using bike. We must ensure to equipped the necessary skills to the people we asked to change.




Next article I’ll provide the next step for mindset change using inside-out model that are :
3. Implement the change and identify the people that resistant to change
4. Provide Transformational Coaching for the people that resistant to change


About the writer
Handito is highly talented and well experienced Top Level Management person who has background career in operation for some 500 Forbes Multinational Companies, big 4 consulting, and also a top level management with alot of exposure on strategy development & execution, strategic marketing & business development, commercial negotiation and operational improvement. Now he is enjoy to teach people and organization to negotiate better and get better deal.


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