What is Head Heart Hands Change Management, and what are best practices, tools and online templates for teams and organizations?
Definition of Head Heart Hands Model
The Head, Heart and Hands Model emphasizes the importance of appealing to the head, heart and hand of the other organizational members when initiating a change program. More specifically, the change management plan should include logic and analysis, a compelling reason for the change and easy and practical suggestions for enacting the change. The Head, Heart and Hands Model answers all of the fundamental questions that organizational members will have, such as who and what is involved in the change program, why does the change need to occur, why now, and how and where will the change occur.
Description of Head Heart Hands Model
The Head, Heart and Hands Model is composed of three elements:
Head: The rational basis for the change. This element focuses on the broad reason that the change must occur. The reason should help employees understand what the company’s vision for the future is, how they plan to accomplish it, what the individual and team goals are, and why this change is necessary to remain competitive.
Heart: The emotional attachment and commitment to the change. This element of the change model says that change cannot occur unless all employees are committed and motivated to bring it about. In order to get employees fully immersed in the change program, consider communicating the benefits and pitfalls of the change, the manner in which their relationships or daily routines will be impacted, and what risks they might have to take. When employees have a deeper knowledge of how they will be impacted by the change, it will be easier for them to embrace something new.
Hand: The actions that must be taken in order for change to actually occur. Specifically, these are behaviors that employees need to be trained to perform or skills that they need to learn. Further, employees need to be made aware of how their jobs will be performed differently, and what support they will have to learn their new role. It is especially important to reward and provide feedback to employees as they take steps towards learning or engaging with the new procedures and tools.
Many organizations miss one of the elements of the Head, Heart and Hands Model when instituting a change management or transformational change program, which can cause problems with change adoption. When this occurs, one of three scenarios can occur:
Scenario 1: All head and heart and hands. The team has offered several solutions for how to address whatever problem plagues the organization. However, they have not given any thought to how to motivate employees to put these plans into action. In this case, it is advisable to create hands-on projects that employees can partake in or create a process map that will outlay the steps to bring the change about. In this way, employees will have a greater sense of what to expect.
Scenario 2: All hands without heart or head. When employees are given simple assignments that can be accomplished quickly to address small organizational problems, the results are often non-permanent since they don’t understand the reasons for the change or feel ownership of it.
Scenario 3: All heart without head or hands. This situation describes projects that senior leaders create because they are passionate about the cause, but do not have a plan or the financial backing to bring them into fruition.
Tools & Templates
Project Management, Risk Assessments and Process Maps can all be used to providing insights, data and additional support when using the Head, Heart and Hands Model.
upBOARD's Online Head Heart Hands Tools & Templates
Unlike most traditional Head Heart Hands change management techniques, upBOARD’s online Head Heart Hands collaboration model and tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other change management best practice tools and templates, including:
AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group Change Delta, Brainstorming, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Proposal, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Communications Planning, Core Values, Deming Change Cycle, EASIER Change Management, Employee Engagement Plan, Feedback Capture Grid, Focus Groups, Geert Hofstede’s 6 Dimensions of Culture, GE Change Acceleration Process, Go-Live Planning, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin’s Change Management Model, Maurer’s 3 Levels of Resistance, Nudge Change Model, People Centered Implementation, Performance Support, Process Mapping, Sponsor Roadmap, Stakeholder Analysis, Stakeholder Interviews, Switch Change Framework, User Acceptance Testing, VRIO Framework and What’s In It For Me (WIIFMs).