From Comprehensive Change to the Most Valuable Change

Change programs often expand far beyond their initial scope. What starts as a small plan can evolve into an overwhelming and complex process, diluting the essence of the change. Organizations tend to prepare changes down to the finest details, addressing every theoretical obstacle with interventions. While thorough preparation is crucial, it’s essential to focus on what truly matters. Without this focus, change plans risk becoming unmanageable and losing their impact.

Borrowing from product and software development, the concept of a Minimum Viable Change (MVC) can help streamline this process. This idea, inspired by the lean startup methodology of Build-Measure-Learn, encourages testing assumptions quickly to learn and refine before full-scale implementation. The MVC represents the smallest change necessary to learn and assess the viability of a program (Jeff Anderson, 2013).

The Value of "Just Right, Not Perfect"

The MVC philosophy emphasizes testing ideas early to learn and adapt. This iterative approach is manageable and cost-effective. Real learning occurs when ideas are tested, not when they’re overanalyzed in theory. Unfortunately, change management often follows a linear, feedback-free process, driven by a need for control. Since organizational change involves human behavior—which is inherently unpredictable—feedback loops are vital for learning and adapting.

There’s No Perfect Formula for Change

Change management is a blend of art and science. This is why change design is so valuable. It combines structured change methodologies like ADKAR with behavioral science insights, design thinking, and lean principles. These approaches blend empathy, creativity, and continuous improvement to enhance adoption.

Given that people naturally seek the shortest path to their goals, why should change programs take so long? Can we reduce the time and attention required? The MVC philosophy offers a way to achieve this.

Avoiding the "Undercooked Steak"

While the MVC is a helpful concept, overemphasizing the "minimum" and neglecting the "valuable" can backfire. Like serving an undercooked steak, rushing to deliver the bare minimum often results in dissatisfaction. This is why Rachel Klausner’s concept of the Most Valued Product (MVP) is so relevant. It prioritizes user value over sheer efficiency—a principle that aligns perfectly with change design philosophy.

The Most Valued Change (MVC)

The MVC prioritizes user value. Change should be simple, appropriate, and appealing:

• Simplicity: Keep the change as straightforward as possible.

• Relevance: Ensure the change aligns with user goals.

• Appeal: Make the change engaging and approachable.

By focusing on the essence of the change, you ensure it resonates with those it affects.

How to Implement the Most Valued Change

1. Identify the Core Change

   • Determine what needs to change. What behaviors or processes need to shift? Where are you now, and what are your options?

2. Prioritize the Essentials

   • Focus on the key aspects that will be most attractive and impactful for your audience. Skip the rest.

3. Design the Most Valued Change

   • Use design thinking principles to create a change that is simple, relevant, and appealing.

4. Test with Early Adopters

   • Share prototypes of your solution with a small group. Gather feedback, build empathy, and refine your approach.

5. Launch and Iterate

   • Roll out the change organization-wide. Collect both qualitative and quantitative feedback to adjust as needed.

Less & Better

Focusing on essential changes simplifies change initiatives while increasing their impact. Less and better should be the guiding principle. MVC—whether Minimum Viable Change or Most Valued Change—is a powerful tool when paired with a people-centric approach. Investing time in proper change design upfront can save significant time during implementation and create a smoother transition for all involved.