1

THE
HARD SIDE
OF
MANAGEMENT

Group5.Lei.Marj.Mye.Ramil
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“Plus ca change, plus c’est la meme chose”

[the more things change, the more they

stay the same]

-Alphonse Karr
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Part of the problem is there is little agreement on

what factors most influence transformation
initiatives
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In recent years, many change management gurus

have focused on soft issues (culture, leadership &
motivation)
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Companies must pay as much attention to the

hard side of change management as they do to
soft aspects. By rigorously focusing on four critical
elements, they can stack the odds in favor of
success.
The Essential Hard Elements
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01 Duration

02 Integrity

03 Commitment

04 Effort
 The Four Factors
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D
The duration of time until the change program is completed if it has a short life
span; if not short, the amount of time between reviews of milestones

I
Project team’s performance integrity; it’s ability to complete the initiative on
time. Skills & traits relative to project’s requirements

C
The commitment to change that top management (C1) and employees
affected by the change (C2) display

E
The effort over and above the usual work that the change initiative demands
of employees
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DURATION
The time between reviews is more critical for
success than the project’s lifespan

Conduct bi-monthly reviews, or fortnightly for

complex ones
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INTEGRITY
Create cohesive and well-led teams
Clarify roles, commitments, accountabilities
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COMMITMENT
Communicate
Be consistent
Build staff support
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EFFORT
No one’s workload should increase more
than 10%
OR
Take away some of the regular work
Bring in temporary workers
Outsource current processes
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Assigning Scores 1, 2, 3, 4
Element Score
If time between projects reviews is less than 2 months= 1 pt
D Between 2 & 4 months = 2 pts; Between 4 & 8 months = 3 pts; More than 8 months apart = 4 pts

If TL is a highly capable leader respected by peers, if members have skills and motivation to
I complete project on time & if the company has assigned 50% of the members’ time to the project
= 1 pt
If lacking on all dimensions = 4 pts
If senior management has, through actions and words clearly communicated the need for change =
C1 1 pt; If they appear neutral = 2 or 3 pts; If perceived to be reluctant = 4 pts

If employees are eager to take on the change initiative = 1 pt; Willing= 2 pts;
C2 Reluctant or strongly reluctant = 3 or 4 pts

If project requires less than 10% extra work of employees = 1pt;

E 10%-20%= 2 pts; 20%- 40%= 3 pts; more than 40% = 4 pts
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Calculating DICE Scores

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D I C1 C2 E

DICE SCORE = D + 2I + 2C1 + 2C2 + E

Scores
Between 7 & under 14 – usually successful (Win Zone)
Over 14 & under 17 – unpredictable (Worry Zone)
Over 17 – usually unsuccessful (Woe Zone)
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D I C1 C2 E
3 1 2 1 3
(neutral) (willing) (30-40% more)

3 + 2(1) + 2(2) + 2(1) + 3 = 14

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Checking potential for success

 F

Merci!

FIN