Framework Thinking｜Evaluating Change Management

​As we all know, introducing change within a company can be a challenging and risky undertaking. It requires significant investments and careful planning. That's why it's crucial for us to approach change management with caution. Today, I would like to share with you a thinking framework that can help us evaluate our change management efforts effectively. The thinking framework comprises three key components: comprehensive goal-oriented analysis, negative thinking, and related analysis. Let's take a closer look at each of them.

Let's illustrate the application of this thinking framework through an example of establishing Human Capital Planning. Suppose Company A has noticed issues within one of its departments, such as a surplus of employees, low efficiency, and a lack of innovation. In order to reduce costs and improve efficiency, the management of Company A has proposed the implementation of quantitative management of human resources. Now, let's analyze and evaluate the feasibility of this proposal using the thinking framework mentioned earlier.

​Goal-Oriented Analysis Firstly, we need to conduct a comprehensive goal-oriented analysis. Prior to proposing this suggestion, the management of Company A should clearly define the objectives they aim to achieve through the establishment of quantitative management of human resources. They may aim to improve work efficiency, optimize the allocation of human resources, and foster innovation to address the issues within the subordinate department. By establishing these goals, they can better measure the success of the change and provide clear guidance for the implementation process.

• Goal: reduce costs and increase efficiency
  • Analysis: Quantitative work and manpower can find redundancy, so as to allocate human resources more reasonably.
  • Analysis: For ordinary employees, this method is feasible, such as contract workers and low-tech jobs, because the work is procedural and easy to quantify and manage. However, this method is not applicable to talented employees and creative work, because "good employees, it's not that I didn't tell him how to do it, but that he told us how to do it." Excessive quantification has an impact on the company's culture.
  • Analysis: Quantitative work will increase the management pressure (overhead), and if it is not done well, it will also increase the cost.
• Goal: Improve creativity
  • Analysis: Creativity requires space for free thinking, which varies from person to person. It is difficult to quantify, and allocating work at full capacity will reduce freedom and creativity. Instead of quantifying, it is better to develop intelligent processing methods and automation.

We can see that the thinking of goal analysis will carefully evaluate the meaning of change, that is, what to change, when to change, how much to change, whether to break the existing balance, and what is the scope and time of impact. In this process, our analysis is how to achieve the goal.


Negative Thinking Next, we need to engage in negative thinking. In other words, we need to consider the risks and issues that this proposal may face. For instance, establishing quantitative management of human resources may require significant investments of time, manpower, and technological resources. Additionally, employees may exhibit skepticism or resistance toward this change. We need to carefully consider these potential challenges and devise strategies to address them, ensuring a smooth implementation of the change. Negative thinking is to use Devil Advocate to challenge suggestions. Let me give a few examples:

• Can't the goal be achieved without quantification?
• Is there any manpower available at present? If so, what is the cause?
• Is the root cause of the problem the lack of quantification?
• ‘Is there any other way?
• What should I do if the quantification is inaccurate or the Manager does not cooperate?
• Do the people we suggest change biased? We know a common saying: then a person with a hammer in his hand will see that everything is a nail. If you don't choose the right one, whether it is subjective will, the ability to do things, and the foundation of interpersonal relationships will limit the consideration and scope of change. Therefore, it was wrong from the beginning.
• the proposal a customer demand or the wishful thinking of the management team?

Related Analysis Lastly, we need to conduct a related analysis, considering the potential impacts that this proposal may have on other aspects of the organization. Establishing quantitative management of human resources may require process redesign, team structure adjustments, and the provision of training support. We need to assess the effects of these changes on other departments, teams, and individuals, and develop communication and change management strategies to ensure the smooth progress of the transformation.
Analysis Finally, we need to conduct relevant analysis to consider the possible impact of this proposal on other aspects of the organization, that is, to put things in the ecological environment to analyze the secondary and multi-level impacts. Establishing quantitative management of human resources may require redesigning the process, adjusting the team structure and providing training support. We need to evaluate the impact of these changes on other departments, teams and individuals, and develop communication and change management strategies to ensure the smooth progress of change. Are you ready? In order to reduce Cobra I snakes, Indian colonists once funded the Cobra Issue. As a result, due to the rich income, some people actually raise snakes and earn commissions. After the colonists found out, they no longer paid. As a result, the snake herders let go of the snake in their hands, and things were even worse. In the Big Little Farm, the owner of the young couple raised cattle and sheep and wanted to fertilize the land with the dung of cattle and sheep, which attracted many flies. According to our question:

• Quantitative work will change people's attitude towards work. The more quantifiable the work, the more popular it is. On the contrary, no one will want to do the work that is not easy to quantify.
• Does the quantitative work need to be done? Why not outsourcing?
• Will the quantitative work in management affect the practical work? Will people make unimportant quantification and cause practical effects that cannot be taken?

Through this example, we can see how to use the thinking framework to analyze the feasibility of establishing human resources management. Through comprehensive goal-oriented analysis, we can clarify the objectives and expected outcomes of the change. Negative thinking helps us identify potential challenges and risks and develop corresponding solutions. Related analysis enables us to consider the impacts of the change on other aspects and develop appropriate change management strategies.

Thank you for your attention. I encourage everyone to apply this thinking framework when implementing changes to ensure the success of the transformation and the continuous improvement of the organization.