About the Framework

Change for the Better

Value-Driven Change

The REAP|Change™ Framework for Workplace Transformation is an Organizational Change Management (OCM) methodology built in the Age of A.I. with A.I. tools for enterprise A.I. implementations.

Accelerate Enterprise-Wide A.I. Workplace Integration

  • REAP|Change™ uses A.I. tools to quickly identify and resolve organizational misalignments that may impact leadership adversely
  • A.I.-driven scenario-based planning foresees OCM issues BEFORE they create program delays and cost-overruns
  • The Framework personalizes, scales, and ensures clear and consistent communications across business silos
  • REAP|Change™ achieves faster, more efficient transformation through AI-augmented processes than traditional OCM practices

Ask A.I. Coach Dante

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Dante gives you access to the REAP|Change™ Knowledge Base of decades of research, experience, and 100+ business cases.

Dante the REAP|Change™ A.I. Coach is your Guide to the REAP|Change™ A.I. Expert System. You can converse with Dante about how to apply the REAP|Change™ Framework for Workplace Transformation step-by-step in your company.

Let’s Get Started!

Begin our coaching session with overview topics like what is Workplace Transformation; what are the Phases and Activities in the REAP|Change™ Framework; where do I start; and more.

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GETTING STARTED — Overview Questions
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Dante Alighieri. Painting by Giotto, c. 1335

Go with the Flow

The Framework promotes four primary phases of Workplace Transformation:

1. Value drivers offer the reason(s) for the organization’s choice to make a Change. They shape the upcoming discussions of the “why” of the transformation a company wants to undertake to mobilize staff’s support.

2. The nature of the Technology (if any is or will be implemented) also greatly influences the vision a business projects of itself into the future.

3. The key to Planning is taking the Drivers for Change and Technology utility to determine and plan for upcoming stakeholder uneasiness with AI.

4. Subsequently, Resolution of stakeholder uneasiness comes through Engagement and Practice with a constant attention to Alignment.

Change for the Better

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1. Value Drivers

Value drivers offer the motivations for the organization’s choice to make a Change. They shape the upcoming discussions of the “why” of the transformation a company wants to undertake to mobilize staff’s support.

Narrative 

Leveraging corporate mythology and origin stories is a powerful way to create a compelling case for Transformation within the REAP|Change™ Framework.

FUD

The FUD factor—fear, uncertainty, and doubt— has played a significant role in driving streaming companies to change their business models from subscription-only to subscription+advertisements.

Burning Platform 

The Burning Platform concept is a critical component of the REAP|Change™ Framework.

It highlights the necessity of Workplace Transformation in the face of pressing challenges or threats.

Interests

Interests include the benefits and penalties shareholders and leadership stand to reap through the Workplace Transformation.

2. Technology

The nature of the Technology (if any is or will be implemented) also greatly influences the vision a business projects of itself into the future.

Evaluating the impact of digital technologies on human agency and well-being is a key consideration within the REAP|Change™ Framework. 

Machine Utility goes beyond the practical value or benefit of a digital tool and instead focuses on how the technology is positioned and used within the organization.

The Framework defines four categories of Machine Utility, ranked by increasing human empowerment: 

  • Surveillance – Monitoring and tracking user activities and behavior
  • Automation – Replacing human tasks with machine-driven processes
  • Neutral – Basic tools without significant impact on agency
  • Enhancing – Augmenting human capabilities, creativity, and decision-making

3. Planning

The key to Planning is taking the Drivers for Change and Technology utility to determine and plan for upcoming stakeholder uneasiness with AI.

Re-Vision 

Re-visioning assesses the organization’s current state and envisions the desired future state. Then, leaders can identify the gaps in the states that need to be addressed to define clear objectives for the Transformation.

Opportunities, Risks, Roadblocks

The Opportunities stage involves a thorough analysis of the potential benefits, challenges, and barriers associated with the Workplace Transformation.

Adaptivity 

Adaptivity is a key differentiator of the REAP|Change™ Framework. The activity acknowledges the human side of Transformation and the importance of addressing cognitive dissonance and uneasiness among employees.

Roles and Responsibilities 

Clearly defining roles and responsibilities is essential for the success of any Workplace Transformation.

4. Transformation

Resolution of stakeholder uneasiness comes through Engagement, clear and consistent communications, and Practice with a constant attention to Alignment.

Resolve

The Resolve stage focuses on addressing the cognitive dissonance and concerns that employees may experience during the Transformation process.

Engage 

Engaging stakeholders is critical to build buy-in, gather valuable insights, and ensure the Workplace Transformation meets the needs of the organization.

Align 

Aligning the organization around the Transformation objectives and metrics is essential to gain focus, consistency, and accountability in the Workplace Transformation.

Practice 

The Practice stage emphasizes the importance of hands-on learning and application to build the skills and confidence needed to succeed in the new environment.