Have you already heard about CAP before ?

CAP Stands for Change Acceleration process and is a tremendous toolkit developped by General Electric in the 90’ based on the fact that many very good projects with excellent technical plans where failing due to lack of team change acceptation.

Taking care of people in a project is equaly  important as taking care of  the technical side of the project.

GE then created the Effectiveness equation as below :

E = Q x A

Where E equals to the Effectiveness of any initiative, Q equals to the Quality of the project and finally A equals to the team acceptance of the project.

As you can see the equation is based on a multiplication, meaning that if there is no acceptation, the result of the project effectiveness will be null.

CAP is a 5 steps methodology that will give a structured path to team change acceptation and leadership.

The principle is to ensure that the team is engaged and there are a few steps and tools to use in order to get tthe team fully engaged.

Step 1 – Creating a shared need

·     Why do we do this project ?

·     Are the team members all aligned with the need for this project ?

·     Are all the team members delivering the same message regarding the need for change

Example of tool to use : Threat vs Opportunity matrix 

Step 2 – Shaping a vision

·     Has a vision clearly been articulated for the project ?

·     Is the vision of the project energizing and motivating ?

·     Is the vision shared and understood by all ?

·     Is the vision actionable ?

Example of tool to use : Elevator speech worksheet

Step 3 – Mobilizing commitment                                      

·     How well has the team identified the participants and potential sources of resistances ?

·     Has the team developed win-win strategy to convert key influencers as needed ?

·     Has the team developed solutions to build commitment ?

Example of tools to use: Stakeholder analysis for change – Influence strategy – Communication plan

Step 4 – Making the change last          

·     Has the team correctly estimated the change effort ?

·     Has the team correctly evaluated the effort integrated into other business initiatives

·     Has the team correctly evaluated the time required to implement the change 

·     Has the team correctly evaluated the resistance to change ?

·     Are the needed resources made available 

·     …

Example of tools to use: Changes Prioritization Matrix – Integration matrix with other business initiatives – Reward worksheet - …

Step 5 – Monitor progress

·     Has the team set milestones that everyone understand and agrees with ?

·     Are teams members accountable for result ?

·     Has the team stated objectives in concrete terms

·     Has the team translated these objectives in concrete measurable behaviors ?

·     Are expected results in line with internal and external goals and are them evident to the stakeholders ?

Examples of tools to use : systems and structre analysis – Behavioral change analysis

This looks like a lot of steps and questions to ask yourself but it is not.

Before starting a project where change is required, it is very important to be well prepared and think upfront how to mobilize energies rather than get the project derail due to lack of preparation.

The good way to make it work is to start and things will clarify along the way.

Feel free to get in touch in you want to get more advices on how to set up the right CAP for your project