Framework 195        SHIFT (share, harmonize, implement, forge and track)

The SHIFT model is a comprehensive framework designed to guide organizations through effective and sustainable change. This 

Recognizing the limitations of traditional models like Kotter’s 8-Step Process, ADKAR and Lewin’s Change Management Models, the SHIFT model emphasizes inclusivity, adaptability and continuous evaluation to address the complexities of modern organizational dynamics.  

Overview of the SHIFT Model 

The SHIFT model comprises 5 sequential stages, each underpinned by guiding principles to ensure a strategic and adaptable change process: 

1. Share (this initial stage focuses on producing a solid foundation for change; it involves openly communicating the need for change; articulating a clear vision; conducting a thorough situational analysis to elicit ideas and foster stakeholder buy-in; eliciting ideas.) 

2. Harmonize (in this phase, the organization aligns its goals, values and processes; it emphasizes collaboration across departments and teams to ensure coherence and unity in the change initiative; developing ideas into change strategies) 

3. Implement (this stage involves executing the change strategies developed in the previous phases, ie bringing the change strategies to life; it requires effective resource allocation, clear communication and active participation from all stakeholders to ensure successful implementation; needs built-in flexibility so that participants remain adaptable to changing circumstances.) 

4. Forge (the focus is on embedding the changes into the organizational culture; it involves reinforcing new behaviours, practices and mindsets to solidify the transformation and prevent regression to old ways; creating sustainable mechanisms and systems that will support the long-term success of a change of initiative.) 

5. Track (the final stage centres on continuous evaluation and feedback; it entails monitoring progress, assessing outcomes and making necessary adjustments to sustain the change and drive continuous improvement, ie progress, evaluate and adapt.) 

Guiding Principles

The 5 stages (Share, Harmonize, Implement, Forge and Track) are each anchored by guiding principles that ensure the overall change process remains strategic, inclusive, collaborative, adaptable and sustainable.

For each of the 5 stages of guiding principles are:

1. Share

• ●  Transparency (communicate openly about the need for change, building trust and reducing uncertainty.)
• ●  Inclusivity (engage a diverse array of stakeholders to ensure multiple perspectives are captured.)
• ●  Clarity (articulate a clear vision of the future to guide understanding and alignment.)
• ●  Data-Driven Analysis (base situational assessment on accurate internal and external data to ground decision-making.)

2. Harmonize

• ●  Consensus Building (explore all stakeholders’ perspectives so that there is general agreement on chosen strategies to secure buy-in and commitment.)
• ●  Alignment (ensuring stakeholder objectives, processes and resources are harmonized toward common, shared goals.)
• ●  Collaboration (building teamwork and reducing silos to foster unified action.)
• ●  Innovation (explore and evaluate alternatives to achieve the desired outcomes.)

3. Implement

• ●  Strategic Execution (ensuring that implementation is purposeful and aligned with broader vision.)
• ●  Adaptability (being prepared and willing to adjust as real-time feedback indicates changing circumstances.)
• ●  Responsiveness (to maintain momentum and avoid delays ensure that mechanisms are in place to handle the unexpected.)
• ●  Resource Optimisation (ensure that necessary personnel, technology, finance, expertise, etc are in place as needed.)
• ●  Scalability (ensure that the organisation can change the scope as required.)

4. Forge

• ●  Sustainability (putting mechanisms in place so that the long-term benefits are adopted and preserved.)
• ●  Continuous Improvement (continually capability building so developing organizational skills and infrastructure to support change.)
• ●  Cultural Reinforcement (integrating new practices, processes and behaviours into the organisational culture so that it becomes permanent; includes support structures like training; prevents regression to old habits.)
• ●  Reward & Recognition (encouraging sustained performance through acknowledgment of progress.)
• https://www.academia.edu/123453595/SHIFT_A_Strategic_Change_Management_Approach?utm_source=chatgpt.com5

5. Track

• ●  Accountability (establish metrics on measuring performance and clear lines of responsibility.)
• ●  Transparency (by regularly communicating so that all stakeholders are informed about the status of the change initiative.)
• ●  Feedback (this includes monitoring & evaluating the outcomes of the change initiative against original goals; feedback loops guide continuous improvement.)
• ●  Adaptive Learning (integrate lessons learnt into the organisation; includes strategic agility and sustainability.)

Linking Purpose and Some Actions in SHIFT for Each Stage

1. Share

       ●  Purpose: Create urgency and understanding by sharing the reason for change, the desired future state and a clear vision.

      ●  Key Actions:

• • ○   Conduct situational and environmental scans.
  • ○   Share both internal performance data and external trends.
  • ○   Build trust through transparency.

2. Harmonize

       ●  Purpose: Align people, processes, and priorities.

       ●  Key Actions:

• • ○   Identify all stakeholders and their interests.
  • ○   Resolve conflicts and reduce silos.
  • ○   Promote collaboration through workshops and joint planning.

3. Implement

       ●  Purpose: Roll out the agreed changes effectively.

       ●  Key Actions:

• • ○     Assign roles and responsibilities.
  • ○     Apply project management discipline.
  • ○     Apply project management discipline.

4. Forge

       ●  Purpose: Build resilience and embed the change into the organisation’s DNA.

       ●  Key Actions:

• • ○     Strengthen new capabilities.
  • ○     Reinforce cultural alignment.
  • ○     Recognize and reward new behaviours.

5. Track

       ●  Purpose: Disrupted the auto industry with electric vehicles and energy solutions.

       ●  Key Actions:

• • ○      Use KPIs and feedback loops.
  • ○      Conduct regular progress reviews.
  • ○      Address resistance or unintended consequences quickly.

Advantages of SHIFT

• ●  More explicit alignment step (Harmonize addresses cross-functional alignment before rollout.)
• ●  Non-linear flexibility (SHIFT stages can overlap and loop back, especially with Track.)
• ●  Capability focus (Forge develops organisational capacity and resilience.)
• ●  Continuous adaptability (Track is built-in continuous feedback, unlike traditional models.)

Summary

• ●  Holistic & Flexible
• ●  Strong Alignment Stage (Harmonize explicitly addresses stakeholder alignment before execution.)
• ●  Embedded Adaptability (Track is a continuous feedback loop.)
• ●  Focus on Capability-Building (Forge strengthens skills and systems.)

SHIFT Stage 

Purpose & Actions