Leading through change via the RASCI model

Yesterday I preached a sermon at the church I serve entitled, "Following Jesus through Change." Some of the insights I shared are very helpful to me as a leader. An important part of what you and I do is influence people around us to implement some degree and type of change.

All change involves decisions. One of the most helpful tools I have enountered for leading people through this process is the RASCI matrix. It is a simple acrostic that helps leaders quickly identify every individual in a group who needs to be involved in the decision-making dynamic. I do not not know who originally developed it, but I follow it as a mental checklist when processing people through change:

R - These individuals are RESPONSIBLE for the decision. Ultimately, the power to make the decision and the responsiblity for its consequences rests with them. They are usually vested with some form of legal and titular authority that defines their role.

A - These people do not have the official authority to make the decision, but they must AGREE with the decision or the proposed change will fail. They have the power to veto the decision. In the U.S. government, for instance, our Congress has the power to make laws, not our President, but he has the power to veto certain laws under certain circumstances. While he signs many laws he would not have crafted or promoted, it is usually very unproductive for Congress to send him a bill they know he will veto. (Some models link the words, "Approve," or "Accountable," with the letter "A" in the RASCI acrostic.)

S - These people must be willing to SUPPORT the decision. They do not have the power of a legal veto, but without their backing, the proposed change will not be able to be implemented succesfully. In a sales context, customers fall into this category. They may not have any formal right of input into the decision making process, but any refusal by them to embrace its outcome will have devastating results. Witness the failed rollout a few years ago of a "New" kind of Coca-cola.

C - These people expect to be given the right to CONTRIBUTE to the decision. Usually this means that they need to be given a chance to share their thoughts and concerns and to feel like they have been "heard." The decision does not necessarily have to directly reflect their desired outcome for them to support it. Sometimes they will agree to back the proposed change anyway as long as they believe their ideas have been given genuine consideration during the decision-making process. (Some models link the word, "Consult," with the the letter "C" in the RASCI acrostic.)

I - These people need to be INFORMED promptly once the decision has been made. It is best to to do this before the change is actually implemented because it will impact them directly on either a personal or a professional level. If the people who are responsible for the decision fail to inform this group of people, very negative consequences can develop within the organization.

If you would like to know more of my thoughts on following Jesus through change, check out my written notes on my Sermon Seeds blog. The audio can be downloaded or listened to online via our Hillcrest Church website on the Sermon Audio page.