The ability to navigate change is no longer just a desirable skill—it’s a necessity. Traditional models of change management have served us well, but as the world becomes increasingly complex, we need a new approach that not only drives change effectively but also aligns with the principles of humanized leadership.
Enter the LEADJITSU Organizational Change Model (A.C.T.V.I.C.E.R.)—a revolutionary framework that blends time-tested change management theories with the unique philosophy of LEADJITSU.
The Need for a New Model
Organizations today face unprecedented challenges: rapid technological advancements, shifting market dynamics, an unprecedented evolving workforce, and an ever-growing emphasis on corporate social responsibility. In this environment, leadership is not just about managing tasks—it’s about inspiring people, fostering innovation, and creating cultures that can adapt and thrive.
Traditional change management models, such as Lewin’s Change Management Model, Kotter’s 8-Step Process for Leading Change, and the ADKAR Model, have provided valuable frameworks. However, these models often lack the human-centric approach that is essential in today’s workplace. The LEADJITSU Organizational Change Model fills this gap by integrating these proven methods with the principles of LEADJITSU, creating a holistic, adaptable, and resilient approach to change.
The LEADJITSU Organizational Change Model: A.C.T.V.I.C.E.R.
The LEADJITSU Organizational Change Model is built around eight key stages, each designed to guide organizations through the complexities of change while emphasizing the human element.
Awareness: The first step in any change process is building awareness. This stage is inspired by ADKAR’s focus on creating awareness of the need for change. In the LEADJITSU model, this is coupled with the principle of Dojo Respect—fostering a culture where respect and openness lay the groundwork for recognizing the necessity of change.
Coalition: Building a powerful coalition is critical for driving change. Kotter’s model emphasizes the importance of forming a guiding team. The LEADJITSU principle of Sensei’s Humility encourages leaders to approach this stage with humility, inviting collaboration and shared leadership.
The Urgency of Now: Inspired by Kotter’s concept of creating urgency, this stage emphasizes the critical need for change at the present moment. Warrior’s Courage is the LEADJITSU principle that drives this stage, encouraging leaders to communicate the urgency with boldness and conviction.
Vision: A clear and compelling vision is essential for guiding the change process. This stage, inspired by Kotter, aligns with the LEADJITSU principle of Strategic Foresight, where leaders anticipate challenges and opportunities, ensuring alignment across the organization.
Change Phase: Implementing the change with careful planning and execution is crucial. This stage is inspired by Lewin’s Change Phase and is grounded in the LEADJITSU principle of Kata Discipline—executing the plan with precision, consistency, and dedication.
Short-Term Wins: Celebrating quick wins is important to build momentum. Inspired by Kotter, this stage is reinforced by Rolling Perseverance, where resilience and persistence keep the organization motivated toward the long-term goals.
Evaluation: Continuous assessment of progress is necessary to ensure that the change is on track. This stage draws from ADKAR’s emphasis on knowledge and ability, combined with the LEADJITSU principle of Mindful Self-Control, where leaders make thoughtful adjustments while maintaining focus on the overall objectives.
Reinforcement: Finally, to make the change stick, it must be embedded into the organization’s culture. This stage is inspired by ADKAR’s reinforcement stage and is grounded in the LEADJITSU principle of Resilient Spirit—ensuring that the change is sustained and that the organization is prepared to face future challenges.
Why A.C.T.V.I.C.E.R.?
The acronym A.C.T.V.I.C.E.R. encapsulates the essence of the LEADJITSU Organizational Change Model. Each letter represents a stage of the change process, guiding organizations from the initial awareness of the need for change to the final reinforcement of new practices. This model is designed to be adaptable, allowing organizations to tailor it to their unique needs while maintaining a focus on humanized leadership.
The LEADJITSU Organizational Change Model is more than just a framework—it’s a philosophy that brings together the best of traditional change management with the principles of LEADJITSU. In a world where change is constant, this model provides a roadmap for organizations to not only survive but thrive. By focusing on humanized leadership, the LEADJITSU model ensures that change is not just about processes and structures but about people and their potential.
As organizations look to the future, the LEADJITSU Organizational Change Model offers a path forward—one where leadership is practiced as an art, developed with humility, and lived with passion. With A.C.T.V.I.C.E.R., organizations can embrace change with confidence, knowing they have a framework that is as resilient and adaptable as the leaders who guide it.
