A systematic review of the research suggests that there are ten steps to successful change. Most organizations seem to ignore this evidence, and this may contribute to the reportedly high failure rate of major change initiatives.

Explain how you can benefit from these checklists to prevent high failure rates. Also, discuss the types of change and organization for which each of these checklists may be beneficial.

The Boston Consulting Group's DICE Model

Management consulting companies typically develop their own recipes, often with a memorable acronym. The DICE model developed by the Boston Consulting Group, for example, identifies four factors that determine whether a change program will "fly or die": Duration, Integrity, Commitment, and Effort.

DICE-Will Your Change Program Fly or Die?

Based on Sirkin et al., 2005

Change managers are advised to calculate scores for each of the DICE factors. For example, Duration scores highly if the overall project timescale is short with frequent reviews but gets a low score if reviews are more than eight months apart. Integrity scores well if a skilled and motivated project team has a capable and respected leader and scores badly if those Page 324 features are absent. Are those who will be affected by the change enthusiastic and supportive (high Commitment score), or are they concerned and obstructive (low score)? Does the project require a small amount of additional work (high Effort score) or a lot of extra effort on top of an already heavy load (low score)? The combined scores reveal whether a project is in the win zone, the worry zone, or the woe zone. Knowing where the weaknesses are, management can develop an action plan to move the change into the win zone.

Reducing the task to four dimensions provides reassurance that, in spite of the uncertainties and untidiness, change can be controlled and managed effectively in a more or less logical and predictable manner. Also, having to handle such a small number of issues appears to lessen the scale of the challenge that the change manager has to face. Success appears to be pretty much guaranteed.

Prosci's ADKAR Model

The ADKAR change model was developed by the consulting company Prosci (Hiatt, 2004; 2006; Hiatt and Creasey, 2012). The acronym is based on five elements: Awareness, Desire, Knowledge, Ability, and Reinforcement. Many commentators have observed that organizations change by changing one person at a time (e.g., McFarland and Goldsworthy, 2013). Following that premise, the focus of the ADKAR model lies with the individuals who will be involved in and affected by change. In other words, the change manager is advised to concentrate on individual Awareness, individual Desire, individual Knowledge, individual Ability, and the extent to which Reinforcement is meaningful and relevant to the individual.

please also provide me with scholar sources to refer too, thanks.