Phase VII is where you finally get to roll out the Implementation Master Plan to do the work necessary to get your aspired Desired State into place. During Implementation, you will be monitoring both the process of change--the way in which the project is being led and how the organization and your stakeholders are taking on the Desired State’s requirements. You will also be monitoring the Desired State solution you are putting into place. You will likely be actively course correcting or adjusting either the change process or your content solution as the change unfolds.

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In this bonus episode of Ask Dr. Change, Dr. Linda Ackerman Anderson shares an episode from the Change Signal podcast, hosted by Michael Bungay Stanier. Linda found this particular conversation especially relevant for leaders and consultants engaged in transformational change and wanted to bring it directly to her audience.

The featured episode—“Is Your Organization Change Allergic?”—explores why many organizations don’t simply resist change but have a deeper, systemic “allergy” to it. In her conversation with host Michael Bungay Stanier, Anne Gotte, SVP of Global Talent & Organization Effectiveness at Mondelēz International, challenges the idea that traditional change management is sufficient in today’s environment. She argues that modern organizations require an ongoing capacity for change, not episodic interventions.

Together, Anne and Michael examine the limits of top-down “decree change,” the importance of building emotional tolerance for uncertainty, and why embracing messy, imperfect leadership is often the most effective path forward. The dialogue offers grounded insight and practical guidance for anyone leading or supporting complex transformation efforts.

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Phase VI of the Change Leader’s Roadmap is a continuation of the Impact Analysis work done in Phase V. Here you take the impacts and issues you identified and grouped and determine resolutions to them, translated into actions that can then be compiled into the Implementation Master Plan. Key is integrating actions to accelerate work when it is being implemented. Your plan needs to reflect the four quadrants—actions to address mindset, behavior, culture and of course, the content changes require by the project. Phase VI also prepares the people engaged and impacted by the project to be ready to take on the future state through training or site visits and the like.

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