POPIT Model – Four View Model | Taking A Holistic Perspective

When you consider that only a few individuals sit at the very top of corporate organisations, their experiences of and contribution to change initiatives sometimes occurs several weeks, months or even years of the initiative starting.

Some people will operate in parts of an organisation where their day-to-day work is dominated by issues about their task, department, division or project team.

It is important to consider the people aspects of change and its associated emotional implications. The SARAH model provides a useful reference point for understanding the different types of emotional that people go through when faced and dealing with change.

To aid with understanding the people considerations, it is useful to understand the different types of operational roles that are supporting the business processes. It may be necessary to shadow the people involved with the change to understand their perspective of issues and pain points and more importantly listen to understand their issues, needs and seek out opportunities for improvement.

Sometimes there may be the need for a people strategy; leadership development, workforce development and skills and training needed to support the future state (TO-BE).

The knowledge and experience of people can be the key factors enabling the success of business strategies. But they can hinder the successful adoption of new business strategies too. Understanding the cultural impacts will help with providing a smoother transition of change to people and by inviting them rather than inflicting change to them.

From a customer perspective, there may be the need to establish a set of personas to help provide and support a customer centric perspective and help understand customer pain points, gains and jobs that need to be done.