{"id":5589,"date":"2025-12-27T01:19:35","date_gmt":"2025-12-27T01:19:35","guid":{"rendered":"https:\/\/imaworldwide.com\/?p=5589"},"modified":"2026-04-06T04:30:13","modified_gmt":"2026-04-06T04:30:13","slug":"leading-people-through-business-changes-a-practical-framework-for-faster-adoption-and-better-outcomes","status":"publish","type":"post","link":"https:\/\/imaworldwide.com\/leading-people-through-business-changes-a-practical-framework-for-faster-adoption-and-better-outcomes\/","title":{"rendered":"Leading People Through Business Changes: A Practical Framework for Faster Adoption and Better Outcomes"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"5589\" class=\"elementor elementor-5589\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1d0df4bc e-flex e-con-boxed e-con e-parent\" data-id=\"1d0df4bc\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b946e25 elementor-widget elementor-widget-html\" data-id=\"b946e25\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t\t<!--\r\n  BLOG POST: Leading People Through Business Changes: A Practical Framework for Faster Adoption and Better Outcomes\r\n  URL: imaworldwide.com\/leading-people-through-business-changes-a-practical-framework-for-faster-adoption-and-better-outcomes\/\r\n  Author: Ann Marvin | Peacock Hill Consulting powered by IMA Worldwide\r\n  No H1 \u2014 WordPress handles title\r\n  No font-family overrides \u2014 inherits from theme\r\n\r\n  VERIFIED INTERNAL LINKS:\r\n  - Installation vs. Implementation: \/installation-vs-implementation-the-trap-that-kills-roi-and-how-to-avoid-premature-project-completion\/\r\n  - Sponsorship: \/sponsorship-transformation\/\r\n  - 4 Real Life Sponsor Issues: \/4-real-life-sponsor-issues-and-how-to-handle-them\/\r\n  - Reinforcement Plan Principles: \/reinforcement-plan-principles\/\r\n  - Resistance Management: \/resistance-management-transformation\/\r\n  - AIM Methodology: \/aim-change-management-methodology\/\r\n  - AIM Toolkit: \/aim-toolkit-and-assessments\/\r\n  - Contact: \/contact-ima\r\n\r\n  VERIFIED STATS:\r\n  - 70%+: widely cited industry figure, framed as \"cited at\" \u2014 no fabricated source\r\n  - 90% of 240+ practitioners: IMA field research, Lean\/Six Sigma survey\r\n  - 40+ years: AIM foundation stat\r\n-->\r\n\r\n<style>\r\n\/* ============================================================\r\n   SCOPED WRAPPER \u2014 no global overrides\r\n   ============================================================ *\/\r\n*, .ph-blog *, .ph-blog ::before, .ph-blog ::after { box-sizing: border-box; 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border-radius: 12px; margin: 44px 0; }\r\n.lp-cta h2 { color: #fff; margin-bottom: 12px; }\r\n.lp-cta p  { color: rgba(255,255,255,0.85); max-width: 560px; margin: 0 auto 26px; font-size: 1rem; }\r\n.lp-cta-btns { display: flex; gap: 14px; justify-content: center; flex-wrap: wrap; }\r\n.lp-btn { display: inline-block; padding: 13px 30px; border-radius: 10px; font-weight: 700; font-size: 0.97rem; transition: 0.2s; text-decoration: none; }\r\n.lp-btn.primary   { background: #fff; color: rgb(47,69,128); }\r\n.lp-btn.primary:hover { background: rgb(238,241,245); text-decoration: none; }\r\n.lp-btn.secondary { background: transparent; color: #fff; border: 2px solid rgba(255,255,255,0.4); }\r\n.lp-btn.secondary:hover { border-color: #fff; text-decoration: none; }\r\n\r\n\/* Citation *\/\r\n.lp-citation { font-size: 0.79rem; color: rgb(154,160,166); border-top: 1px solid rgb(238,240,242); padding-top: 18px; margin-top: 36px; line-height: 1.6; }\r\n\r\n\/* Fade-up *\/\r\n.fade-up { opacity: 0; transform: translateY(22px); transition: opacity 0.55s, transform 0.55s; }\r\n.fade-up.visible { opacity: 1; transform: translateY(0); }\r\n<\/style>\r\n<!-- progress -->\r\n<div class=\"lp-progress\" id=\"lpProgress\"><\/div>\r\n\r\n<!-- Sticky TOC -->\r\n<nav class=\"lp-toc hidden\" id=\"lpToc\">\r\n  <ul>\r\n    <li><a href=\"#the-problem\">The Core Problem<\/a><\/li>\r\n    <li><a href=\"#what-aim-is\">What AIM Is<\/a><\/li>\r\n    <li><a href=\"#where-applied\">Where AIM Is Applied<\/a><\/li>\r\n    <li><a href=\"#system\">AIM as a System<\/a><\/li>\r\n    <li><a href=\"#roadmap\">The AIM Roadmap<\/a><\/li>\r\n    <li><a href=\"#capability\">Building Capability<\/a><\/li>\r\n  <\/ul>\r\n<\/nav>\r\n\r\n<!-- TL;DR banner -->\r\n<p>This article is part of our <a href=\"\/what-is-aim\/\">AIM Methodology series<\/a>.<\/p>\r\n<div class=\"lp-tldr\">\r\n  <div class=\"lp-tldr-inner\">\r\n    <span class=\"lp-tldr-label\">TL;DR<\/span>\r\n    <p>Organizations install change but fail to implement it \u2014 behavior doesn't shift, or adoption fades within weeks. The culprit isn't strategy or technology. It's the absence of business discipline for the human side of complex change. The Accelerating Implementation Methodology (AIM), applied by Peacock Hill Consulting and created by Don Harrison, fills that gap. AIM is project management for the people-side of implementation \u2014 a structured process with deliverables, tools, and assessments that create discipline where there has often been none.<\/p>\r\n  <\/div>\r\n<\/div>\r\n\r\n<article class=\"ph-blog\">\r\n\r\n<!-- ==================== SECTION 1: THE CORE PROBLEM ==================== -->\r\n<div class=\"lp-section\" id=\"the-problem\">\r\n  <div class=\"lp-container\">\r\n    <span class=\"lp-label\">The Core Problem<\/span>\r\n    <h2>We <span class=\"accent\">Install<\/span> Change \u2014 but We Don't Implement It<\/h2>\r\n    <p class=\"lp-intro\">Organizations are moving faster than ever. More initiatives, fewer resources, higher pressure. At the surface, there is plenty of activity. But the success rate of strategic change remains disappointing.<\/p>\r\n\r\n    <p>Sub-optimized results and outright failure rates are cited at 70% or higher. That number hasn't moved much in decades.<\/p>\r\n\r\n    <p>Here's the core reason. Most organizations are competent at getting changes <em>installed<\/em>. The system goes live. The process is announced. The go-live date is hit. But <em>implementing<\/em> change \u2014 meaning people actually change how they work, and keep doing it \u2014 is a different challenge entirely.<\/p>\r\n\r\n    <div class=\"lp-callout fade-up\">\r\n      <p><strong>The culprit isn't strategy or technology.<\/strong> It's the absence of business discipline for the human elements of complex change. Organizations manage budgets, timelines, and technology with rigor. They leave behavior change to chance.<\/p>\r\n    <\/div>\r\n\r\n    <p>That gap \u2014 between installing and truly implementing change \u2014 is exactly what <a href=\"https:\/\/imaworldwide.com\/what-is-aim\/\">IMA's AIM (Accelerating Implementation Methodology)<\/a> was built to close. For a deeper look at this distinction, Installation vs. Implementation: The Trap That Kills ROI.<\/p>\r\n\r\n    <div class=\"lp-stat-row fade-up\">\r\n      <div class=\"lp-stat\">\r\n        <div class=\"lp-num\">70%+<\/div>\r\n        <div class=\"lp-desc\">failure or sub-optimization rate cited for strategic change initiatives<\/div>\r\n      <\/div>\r\n      <div class=\"lp-stat\">\r\n        <div class=\"lp-num\">40+<\/div>\r\n        <div class=\"lp-desc\">years of field research behind IMA's AIM methodology<\/div>\r\n      <\/div>\r\n      <div class=\"lp-stat\">\r\n        <div class=\"lp-num\">90%<\/div>\r\n        <div class=\"lp-desc\">of 240+ Six Sigma practitioners rated structured engagement tools a top priority<\/div>\r\n        <span class=\"lp-source\">IMA field research<\/span>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- ==================== SECTION 2: WHAT AIM IS ==================== -->\r\n<div class=\"lp-section\" id=\"what-aim-is\">\r\n  <div class=\"lp-container\">\r\n    <span class=\"lp-label\">What AIM Is<\/span>\r\n    <h2>Project Management <span class=\"accent\">for the People Side<\/span><\/h2>\r\n    <p class=\"lp-intro\">Every change initiative has a technical plan \u2014 a timeline, a budget, a go-live date. Most stop there. AIM adds a parallel plan for the human side, with the same rigor applied to people that organizations already apply to systems.<\/p>\r\n\r\n    <p>AIM is a structured process. It overlays directly on top of the technical plan and existing project management approach. It comes with deliverables, tools, and measurement assessments \u2014 creating discipline where there has often been none.<\/p>\r\n\r\n    <p>AIM deliverables are planned, managed, and measured. Just as organizations manage financial and operational components, AIM brings that same operational discipline to behavior change.<\/p>\r\n\r\n    <div class=\"lp-principle fade-up\">\r\n      <span class=\"pl-label\">Core AIM Principle \u2014 Don Harrison, creator of IMA's AIM<\/span>\r\n      <p>The greatest risk in any implementation is not technology failure. It is the failure to change behavior. AIM addresses that risk with the same operational discipline applied to budgets and timelines.<\/p>\r\n    <\/div>\r\n\r\n    <p>Peacock Hill Consulting applies AIM in client work, training, and certification. Implementation Management Associates (IMA) is the research organization where AIM originated.<\/p>\r\n\r\n    <div class=\"lp-bridge\">The result: the people side of change is no longer left to chance. It is planned, tracked, and measured \u2014 just like everything else.<\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- ==================== SECTION 3: WHERE AIM IS APPLIED ==================== -->\r\n<div class=\"lp-section\" id=\"where-applied\">\r\n  <div class=\"lp-container\">\r\n    <span class=\"lp-label\">Where AIM Is Applied<\/span>\r\n    <h2>Four Decades of <span class=\"accent\">Real-World Application<\/span><\/h2>\r\n    <p class=\"lp-intro\">Over four decades, AIM has been applied across a wide range of complex, transformational initiatives. The contexts differ. The core challenge \u2014 getting people to actually change how they work \u2014 stays the same.<\/p>\r\n\r\n    <div class=\"lp-use-grid fade-up\">\r\n      <div class=\"lp-use-card\">\r\n        <h4>ERP &amp; Technology Implementations<\/h4>\r\n        <p>Getting new technology installed is necessary \u2014 but it is not enough for ROI. Most ERP failures are not technology failures. They happen because user adoption is under-managed. AIM builds the human adoption plan alongside the technical rollout, identifying who is impacted, how their work changes, and what support they need \u2014 before go-live, not after.<\/p>\r\n      <\/div>\r\n      <div class=\"lp-use-card\">\r\n        <h4>Quality &amp; Process Improvement (Lean \/ Six Sigma)<\/h4>\r\n        <p>Lean and Six Sigma have a strong business case. But they are susceptible to the same implementation barriers as any major change \u2014 weak executive commitment, poor reinforcement, and resistance. In IMA field research of 240+ Six Sigma practitioners, 90% rated structured engagement tools a top priority for improving results.<\/p>\r\n      <\/div>\r\n      <div class=\"lp-use-card\">\r\n        <h4>Mergers &amp; Acquisitions<\/h4>\r\n        <p>M&amp;A creates uncertainty fast. Employees worry about jobs, reporting lines, and culture. Without a structured plan, that anxiety drains value quickly. AIM uses data-driven tools to measure three key factors early: resistance, change agent capability, and leadership alignment. When these are visible, they can be managed before they become problems.<\/p>\r\n      <\/div>\r\n      <div class=\"lp-use-card\">\r\n        <h4>Cultural Change<\/h4>\r\n        <p>Cultural change is the hardest type of transformation. The biggest risk: organizations try to change culture using the same disconnected approach they're trying to escape \u2014 treating each initiative in isolation. AIM addresses this by treating all change as part of one portfolio. The approach can be tailored to each initiative while keeping the overall strategy aligned.<\/p>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <div class=\"lp-callout fade-up\">\r\n      <p><strong>The common thread across all four contexts:<\/strong> success depends on how well you manage the human side. That is why AIM is built as a system \u2014 not a one-off toolkit.<\/p>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- ==================== SECTION 4: AIM AS A SYSTEM ==================== -->\r\n<div class=\"lp-section\" id=\"system\">\r\n  <div class=\"lp-container\">\r\n    <span class=\"lp-label\">AIM as a System<\/span>\r\n    <h2>Not a Toolkit. <span class=\"accent\">A System.<\/span><\/h2>\r\n    <p class=\"lp-intro\">Many organizations treat change management as a set of tools you pull out when trouble starts. AIM is different. It is designed to become part of how the organization operates \u2014 not a response to problems, but a standard part of how business is done.<\/p>\r\n\r\n    <ul class=\"lp-pillar-list fade-up\">\r\n      <li>\r\n        <span class=\"lp-pillar-label\">Systemic<\/span>\r\n        <span class=\"lp-pillar-desc\">AIM becomes part of the culture \u2014 \"how business is done.\" Change skills are not lost between initiatives. Each implementation builds organizational capability for the next.<\/span>\r\n      <\/li>\r\n      <li>\r\n        <span class=\"lp-pillar-label\">Systematic<\/span>\r\n        <span class=\"lp-pillar-desc\">Integrated principles, tactics, tools, and assessments give every team a shared language and a repeatable process. No more starting from scratch each time.<\/span>\r\n      <\/li>\r\n      <li>\r\n        <span class=\"lp-pillar-label\">Practical<\/span>\r\n        <span class=\"lp-pillar-desc\">Operationally focused on what to do \u2014 based on field research, not abstract theory. Every step has a clear deliverable. Teams always know what comes next.<\/span>\r\n      <\/li>\r\n      <li>\r\n        <span class=\"lp-pillar-label\">Business-Driven<\/span>\r\n        <span class=\"lp-pillar-desc\">Grounded in research but translated into business language. Leaders and implementation teams can use it without change management expertise.<\/span>\r\n      <\/li>\r\n    <\/ul>\r\n\r\n    <p>This system-level design lets organizations manage not just one change \u2014 but five, ten, or twenty concurrent initiatives without losing control or overwhelming the organization.<\/p>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- ==================== SECTION 5: ROADMAP ==================== -->\r\n<div class=\"lp-section\" id=\"roadmap\">\r\n  <div class=\"lp-container\">\r\n    <span class=\"lp-label\">The AIM Roadmap<\/span>\r\n    <h2>10 Principles That <span class=\"accent\">Act Like a Risk Dashboard<\/span><\/h2>\r\n    <p class=\"lp-intro\">The AIM Roadmap depicts 10 principles in a cyclical form. Real-world change is iterative \u2014 steps repeat or occur in different sequences as conditions shift. Together, they form a risk dashboard you monitor from start to finish. Each principle has deliverables, tools, and tactics tied to it.<\/p>\r\n\r\n    <div class=\"fade-up\">\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">1<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Define the Change<\/h4>\r\n          <p>Create a clear, compelling change definition that builds alignment. The Business Case for Action answers three questions: What is changing? Why is it changing? What are the consequences if we don't succeed? If leaders cannot describe the change the same way, alignment is missing.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">2<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Build Change Agent Capacity<\/h4>\r\n          <p>Implementation happens locally \u2014 in departments, teams, and workstations. Identified change agents need three things: accountability, the right competencies, and enough coverage across all impacted areas. Without them, the implementation plan stays on paper.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">3<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Assess the Climate<\/h4>\r\n          <p>Change capacity is shaped by implementation history and current organizational stress \u2014 meaning how many initiatives are already competing for the same people and resources. The greater the stress, the higher the likelihood of failure. The greater the need for structure.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">4<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Generate Sponsorship<\/h4>\r\n          <p>Leaders control the pace of change. Acceleration happens when what leaders say, do, and reinforce are aligned \u2014 and when <a href=\"https:\/\/imaworldwide.com\/sponsorship-transformation\/\">sponsorship is durable from beginning to end<\/a>, not just at launch. Sponsorship that fades after the kickoff is one of the most common failure causes. See also: <a href=\"https:\/\/imaworldwide.com\/4-real-life-sponsor-issues-and-how-to-handle-them\/\">4 Real-Life Sponsor Issues and How to Handle Them<\/a>.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">5<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Determine Change Approach<\/h4>\r\n          <p>Some elements are compliance-driven \u2014 there is no choice. Others require commitment \u2014 winning hearts and minds. Leaders need to know which approach fits which element. Using the wrong approach wastes time. It also generates resistance that could have been avoided.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">6<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Develop Target Readiness<\/h4>\r\n          <p>Organizations often wait too long to build readiness. <a href=\"https:\/\/imaworldwide.com\/the-target-readiness-framework-5-elements-for-change-adoption\/\">Resistance is not driven by whether people see the change as positive or negative.<\/a> It is driven by work disruption \u2014 how much of daily work will be different. Build readiness before go-live, not after adoption stalls.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">7<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Build a Communication Plan<\/h4>\r\n          <p>A communication plan is not an implementation plan. AIM emphasizes the right message, the right audience, the right vehicles \u2014 and always a feedback loop. Without the feedback loop, communication is just broadcasting. Broadcasting does not change behavior.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">8<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Develop a Reinforcement Strategy<\/h4>\r\n          <p>There is no lasting behavior change unless reinforcements change. Leaders need to apply rewards and consequences tied to observable behavior \u2014 and make old ways harder while making new ways easier. For a practical guide, see <a href=\"https:\/\/imaworldwide.com\/reinforcement-plan-principles\/\">4 Key Principles for a Strong Change Reinforcement Plan<\/a>.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">9<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Create Cultural Fit<\/h4>\r\n          <p>If a change conflicts with culture, culture wins \u2014 every time. Cultural change is multi-year and resource-heavy. Without durable sponsorship, it is very likely to fail. Organizations that underestimate this step usually find out too late.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n\r\n      <div class=\"lp-step\">\r\n        <div class=\"lp-step-num\">10<\/div>\r\n        <div class=\"lp-step-body\">\r\n          <h4>Prioritize Action<\/h4>\r\n          <p>Build an Implementation Plan integrated with the technical plan. At minimum, include a Business Case for Action and strategies for Sponsorship, Readiness, Reinforcement, and Communication. All 10 principles together form a real-time risk dashboard \u2014 surfacing what is working and where action is needed before adoption breaks down.<\/p>\r\n        <\/div>\r\n      <\/div>\r\n    <\/div>\r\n\r\n    <div class=\"lp-callout fade-up\">\r\n      <p><strong>All 10 principles together = a real-time risk dashboard.<\/strong> Each step surfaces what's working, what's at risk, and where action is needed \u2014 before adoption breaks down. Explore the tools that support each step at the <a href=\"https:\/\/imaworldwide.com\/aim-toolkit-and-assessments\/\">AIM Toolkit and Assessments<\/a>.<\/p>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n\r\n<!-- ==================== SECTION 6: CAPABILITY ==================== -->\r\n<div class=\"lp-section\" id=\"capability\">\r\n  <div class=\"lp-container\">\r\n    <span class=\"lp-label\">Building Capability<\/span>\r\n    <h2>AIM Is Designed <span class=\"accent\">to Be Taught<\/span><\/h2>\r\n    <p class=\"lp-intro\">AIM is not just applied by outside consultants. It is designed to be taught. The goal is to build internal capability so your organization can run AIM on its own \u2014 without starting over on every initiative.<\/p>\r\n\r\n    <p>Action Learning programs range from 2-hour executive briefings to full AIM accreditation. Every format focuses on practical application, not theory.<\/p>\r\n\r\n    <p>When AIM lives inside the organization, the benefits add up over time. Teams get faster. Each change builds on the last. You rely less on outside help. Your capacity for change grows.<\/p>\r\n\r\n    <div class=\"lp-bridge\">The organizations that get the most from AIM treat it as an ongoing capability \u2014 not a one-time engagement.<\/div>\r\n\r\n    <div class=\"lp-callout fade-up\">\r\n      <p><strong>Bottom line:<\/strong> If your organization manages multiple complex initiatives with limited resources, IMA's AIM gives you a proven structure for the people side of change \u2014 so adoption sticks and outcomes improve. <a href=\"https:\/\/imaworldwide.com\/aim-toolkit-and-assessments\/\">Explore the AIM Toolkit and Assessments<\/a> to see the tools that support each step.<\/p>\r\n    <\/div>\r\n  <\/div>\r\n<\/div>\r\n\r\n<\/article>\r\n\r\n<!-- CTA SECTION -->\r\n<div class=\"lp-cta\" id=\"contact\">\r\n  <h2>Ready to Lead People Through Business Change?<\/h2>\r\n  <p>If you're managing complex initiatives and need structure for the human side of implementation, let's talk. Peacock Hill Consulting applies IMA's AIM to help organizations move from installation to true implementation.<\/p>\r\n  <div class=\"lp-cta-btns\">\r\n    <a href=\"https:\/\/imaworldwide.com\/contact-us\/\" class=\"lp-btn primary\">Contact Us<\/a>\r\n    <a href=\"https:\/\/imaworldwide.com\/aim-toolkit-and-assessments\/\" class=\"lp-btn secondary\">AIM Toolkit &amp; Assessments<\/a>\r\n  <\/div>\r\n<\/div>\r\n\r\n<div class=\"lp-section\">\r\n  <div class=\"lp-container\">\r\n    <p class=\"lp-citation\">AIM (Accelerating Implementation Methodology) is applied by Peacock Hill Consulting. The methodology was created by Don Harrison and is grounded in 40+ years of implementation research from Implementation Management Associates (IMA). Implementation Management Associates (IMA) is the research organization where AIM originated. Peacock Hill Consulting is the firm that applies AIM in client work, training, and certification.<\/p>\r\n  <\/div>\r\n<\/div>\r\n\r\n<!-- JAVASCRIPT -->\r\n<script>\r\n(function() {\r\n  var bar = document.getElementById('lpProgress');\r\n  if (bar) {\r\n    window.addEventListener('scroll', function() {\r\n      var doc = document.documentElement;\r\n      var scrolled = doc.scrollTop || document.body.scrollTop;\r\n      var total = doc.scrollHeight - doc.clientHeight;\r\n      bar.style.width = (total > 0 ? 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This framework empowers leaders to adapt swiftly and thrive in an ever-evolving market landscape.<\/p>\n","protected":false},"author":5,"featured_media":11548,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_yoast_wpseo_title":"Business Change Implementation: Why Adoption Breaks | Peacock Hill","_yoast_wpseo_metadesc":"Understand the challenges of Business Change and learn how to ensure successful implementation with the right methodology.","_metasync_otto_title":"Business Change Implementation: Why Adoption Breaks | IMA Worldwide","_metasync_otto_description":"Struggling with business change? AIM helps you implement faster and achieve better results. Find out why.","_metasync_otto_keywords":"business transformation, implementation framework, organizational change, change management, Accelerating Implementation Methodology, business change strategies, effective change adoption, IMA Worldwide","_metasync_otto_og_title":"Leading Business Change Effectively IMA Worldwide","_metasync_otto_og_description":"Unlock a practical framework for faster adoption and better outcomes with AIM. Discover how IMA Worldwide supports effective change management.","_metasync_otto_twitter_title":"Lead Change Effectively: Practical Framework #BusinessGrowth","_metasync_otto_twitter_description":"Navigate business change with ease. Practical framework for faster adoption & better outcomes. #ChangeManagement","rank_math_title":"","rank_math_description":"","_aioseo_title":"","_aioseo_description":"","_metasync_seo_title":"","_metasync_seo_desc":"","_metasync_breadcrumb_title":"","_metasync_primary_category":0,"_metasync_primary_product_cat":0,"_metasync_otto_disabled":"","_metasync_hreflang":"","footnotes":""},"categories":[1],"tags":[],"content_type":[99,70],"insight_topic":[87],"insight_industry":[98],"class_list":["post-5589","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management-insights","content_type-guide","content_type-resource","insight_topic-assessing-the-change-climate","insight_industry-cross-industry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Business Change Implementation: Why Adoption Breaks | Peacock 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