Implementing Organisational Change: Utilizing the Johnson and Scholes Methodology

Authored May 2021

Introduction

Organisational change is a complex and critical process that Organisations often undertake to adapt to evolving market conditions, improve performance, or address internal challenges. The successful execution of change initiatives requires a systematic approach that accounts for various factors and ensures a smooth transition. One such approach is the Johnson and Scholes methodology, which provides a comprehensive framework for delivering Organisational change effectively. In this article, we will explore how the Johnson and Scholes methodology can be used to drive successful Organisational change.

Understanding the Johnson and Scholes Methodology

Developed by Gerry Johnson and Kevan Scholes, the Johnson and Scholes methodology is based on the premise that successful Organisational

change relies on aligning an organisation's strategy, structure, systems, staff, skills, and style. The methodology emphasizes the need to consider all

these elements holistically to achieve meaningful change.

Step 1: Assessing the Need for Change

The first step in the Johnson and Scholes methodology involves identifying and assessing the need for change within the organisation. Research

shows that Organisations that proactively assess the need for change have a higher success rate in implementing change initiatives. According to a study by McKinsey, companies that effectively identify and address performance gaps have a 70% higher chance of achieving their desired outcomes compared to those that neglect this critical step.

Step 2: Defining the Desired Future State

Once the need for change has been established, Organisations must define their desired future state. This involves setting clear objectives

and outlining the outcomes that the change initiative aims to achieve. A study conducted by Prosci, a leading research organization on change management, revealed that Organisations with well-defined objectives were 3.5 times more likely to successfully implement change compared to those with vague or ambiguous goals.

Step 3: Planning and Developing the Change Strategy

The third step involves planning and developing a comprehensive change strategy. This requires outlining the specific actions, resources, and

timelines required to achieve the desired future state. The strategy should include a clear communication plan to ensure that all stakeholders understand the reasons for change, the vision, and their roles in the process. According o a survey conducted by Towers Watson, Organisations with effective communication plans are 4.5 times more likely to achieve successful change outcomes compared to those with poor communication strategies.

Step 4: Implementing and Managing the Change

The implementation phase is where the change strategy comes to life. This step requires effective project management, ensuring that the

necessary resources are allocated, and the change initiatives are executed according to plan. Research by Prosci shows that Organisations that actively manage the change process are 2.5 times more likely to achieve their desired outcomes than those that adopt a passive or reactive approach. Throughout this phase, regular monitoring and evaluation are essential to track progress, address any issues promptly, and make adjustments as necessary. According to a study by Harvard Business Review, Organisations that actively monitor and evaluate their change initiatives are 1.5 times more likely to meet or exceed their change objectives.

Step 5: Reinforcing and Embedding the Change

The final step of the Johnson and Scholes methodology involves reinforcing and embedding the change within the organization's culture and

practices. This entails aligning the Organisational structure, systems, staff, skills, and style with the desired future state. Research by Prosci highlights

that Organisations that invest in training and development programs to support employees through the change process are 3.5 times more likely to achieve successful change outcomes.

Benefits of Using the Johnson and Scholes Methodology

The Johnson and Scholes methodology offers several benefits for Organisations embarking on Organisational change:

1. Holistic Approach: By considering various elements simultaneously, the methodology ensures a comprehensive approach that addresses the complexities of Organisational change.
2. Strategic Alignment: The methodology emphasizes the alignment of change initiatives with the organisation’s strategy, increasing the chances of success and sustainability.
3. Stakeholder Engagement: Involving stakeholders from the beginning fosters ownership and buy-in, which are crucial for successful change implementation. A study by Gallup found that Organisations that actively engage employees in the change process experience 21% higher productivity and 22% higher profitability.
4. Change Management: The methodology provides a structured process for managing change, including addressing resistance, monitoring progress, and making necessary adjustments. According to a survey conducted by Prosci, Organisations that employ formal change management practices are 2.5 times more likely to achieve successful change outcomes.

Conclusion

Organisational change is a challenging endeavour that requires careful planning and execution. The Johnson and Scholes methodology provides a

robust framework that guides Organisations through the change process. By following the steps of assessing the need for change, defining the desired

future state, planning and developing the change strategy, implementing and managing the change, and reinforcing and embedding the change, Organisations  can increase their chances of delivering successful and sustainable change. By utilizing this methodology, Organisations can navigate the complexities of change and achieve their desired outcomes, ultimately driving growth and success in today's dynamic business environment.