Using Small Experiments to Build a Stronger Change Management Strategy

Carrying out minor experiments to accomplish a broader business goal is a very good way to sustain change across your organization and helps you create a sound change strategy that is tangible and easy to implement. I wanted to share the ways you could do this by giving a practical example.

Let's say you are introducing a manager development skills program. How would you go about conducting small experiments across the change continuum to achieve long term change?

1. Discovery & Assessment: Understand the Landscape

Before committing to a full-scale program, you need real-world insights on what’s working, what’s missing, and what managers actually need for effective change management.

🔹 Small Experiment: Run a skills audit by surveying 20-30 managers across different departments. Identify gaps in leadership competencies and see where needs differ by team or function.

🔹 What This Does: Instead of making assumptions about what managers need, you have data to shape a targeted program.

2. Design and Test

Rather than launching a full curriculum at once, start with bite-sized pilots that validate content and delivery methods.

🔹 Small Experiment: Introduce a "Manager Mentorship Mondays" series where senior leaders share short, real-world leadership lessons in 15-minute sessions. See what resonates before designing full workshops.

🔹 What This Does: Helps gauge engagement and tweak topics before committing resources to a long-term training model.

3. Implementation: Embed Learning in the Flow of Work

Once you have a working model, it’s time to integrate learning into everyday work without overwhelming managers.

🔹 Small Experiment: Pair new managers with an AI-powered coaching tool that provides just-in-time feedback on leadership challenges (e.g., handling conflict or giving feedback). Track adoption and usability before rolling it out at scale.

🔹 What This Does: allows managers to develop skills in real time and reduces your reliance on traditional training sessions

4. Adoption & Reinforcement

🔹 Small Experiment: Establish a Manager Growth Challenge where leaders share one key takeaway from the program in team meetings. Reward those who demonstrate active learning and application.

🔹 What This Does: Encourages peer-led reinforcement, making the program part of everyday team culture rather than a one-off event.

Three innovative approaches for experimentation: 1) Establish a baseline with micro-pulse surveys, 2) Create intrigue with a sneak peek, 3) Test various communication styles for effectiveness.

By embedding small experiments throughout the change management process, you increase buy-in over time and create a change strategy that evolves based on real feedback.

The next time you’re rolling out an initiative, ask yourself: What’s the smallest test I can run right now that will help us make smarter decisions?