The Beckhard-Harris Change Equation, developed by Richard Beckhard and Reuben Harris, is a simple formula that describes the factors influencing the success of organizational change – particularly in relation to overcoming reluctance and resistance.
It’s a simple equation – Dissatisfaction x Vision x First Steps must be greater than Resistance. If any of the values for D, V or F equal zero, then R wins every time. In other words, we need all three elements (D, V & F) to be obvious and compelling if we want to overcome reluctance and resistance.
Dissatisfaction (D):
This represents the level of discontent or dissatisfaction with the current situation in the organization. For change to occur, there must be a recognition that the current state is not ideal or satisfactory. This is about highlighting the pain of staying the same.
Vision (V):
This refers to the clear and compelling vision of the future state or desired outcome. A well-defined vision helps motivate and guide individuals through the change process. This is about inspiring hope for a better tomorrow if we take action today.
First Steps (F):
These are the initial actions or steps taken towards implementing the change. It’s crucial to have practical and achievable first steps to move from the current state towards the desired future state. This is about creating and building momentum quickly.
Resistance (R):
Resistance is the opposing forces or obstacles to change. The reasons people may be reluctant or hesitant.
Successful Change
The change equation implies that for change to be successful, the product of dissatisfaction, vision, and first steps must be greater than the resistance.
In other words, for change to be successful, the dissatisfaction with the current state, the vision of the future, and the initial steps taken towards change must collectively outweigh any elements of resistance to change within the organization. Use the equation to review your strategy and make sure you’re addressing these key factors in the change process.
- Are the disadvantages of the status quo sufficiently clear, urgent and compelling?
- Is the vision for a better future also clear and are the benefits obvious and practical?
- Can first steps be taken easily and quickly to give early wins and boost confidence?
- Have all aspects of potential resistance been identified and addressed?
Implementing change is no small task. But using Beckhard and Harris’ change equation during the planning process is a quick and effective way of ensuring that your people understand why change is necessary, why your proposed “to be” state will be better, and what they need to do about it now!
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