Further, if we think something is easy then we are more likely to do it. Often, we are not good judges ourselves of what is easy or not for someone else.
In bringing some science to change, a great suggestion is to test if the change you are looking to make is perceived as easy or otherwise by those that you want to adopt the change. There are many ways to do this, such as studying what people do and say about the change or a simple survey that asks how easy or difficult the change is to achieve.
This however is all a bit reactive, what’s most effective is to design your changes as easy to make from the start. In a perfect scenario we might design a system or device that takes away the complexity of adoption. Like the beautiful simplicity of the iPhone. Or if this can’t be achieved then we might break down the change into easy to digest steps that build a sense of ease and momentum.
When implementing change in complex organisational systems, designing the change for ease of adoption upfront pays big dividends. Any friction or fear that can be removed makes adoption that much more likely to succeed and saves in leadership and change management effort. Perhaps most importantly, designing in change ease up front makes for a great experience of change that further builds organisational agility into the future.
