The Outer Game: The 5 C's Framework for Change Execution

If you’re ready to sharpen both your mindset and your skillset for executing change initiatives at your workplace, the 5’c Framework for change execution is where we have everyone begin. The outer game of change leadership focuses on the practical skillsets that create successful change initiatives. While the outer game includes obstacles, market challenges, competitors, and more, the inner game is all about mastering the emotional landscape of change. 

Here's our proven that we share with leaders to help them navigate the tactical side of change, from the outer game perspective:

1. Compassion

   Compassion isn't about being lenient or tolerating resistance to change. It's about demonstrating genuine care and empathy that builds trust capital and creates psychological safety. When we start from a place of compassion, we increase our chances of getting the rest of it right. By getting curious and showing care for people’s hopes and concerns, we create human connection, learn from our teams, and prevent burnout because this enables us to provide clarity so that people understand their role in the change and what it practically means for them.

2. Communicate

   Effective change communication goes beyond broadcasting messages. It involves deciding what people most need to hear, listening deeply to concerns, and it fosters buy-in, alignment, and trust. Frequent communication promotes motivation by reducing uncertainty, preventing rumors, and building momentum which enables everyone to stay connected to the organization’s mission during this transition. Remember: communication is a two-way street and that also requires genuine listening. 

3. Co-Create

   Here's a critical insight: involvement equals commitment. Co-creation converts potential resistors into engaged participants by harnessing collective intelligence to produce more practical and innovative solutions. Don't just talk about your exciting plans, ask and listen for what might go wrong. Conduct "premortems" and engage different perspectives in creating and driving the strategy. Doing this not only reduces resistance, but more importantly, it generates a stronger sense of ownership and positions the team to make profound contributions.

4. Commit

   Role modeling your commitment is important, but it’s only one way. Ensure that time, budget, attention, and training are allocated to support the change. This provides stability amid uncertainty. Team members look to you to set both the direction and tone of change. If you're committed, others will follow. Stay focused on the vision through the messiness, be flexible when needed, but once you commit, stay the course.

5. Celebrate

   Recognition must be a strategic component of your change initiative. Celebration reinforces desired behaviors, captures lessons learned, and generates positive emotion. It’s not about participation trophies or making people feel good. It’s about giving people information about what they should keep doing and highlighting their impact on the team and the work. Focus on small things often, recognize improvements, savor wins, and ask about new efforts and challenges.

Navigating Change and Uncertainty

Leaders of today need to be prepared to handle both the inner and outer game of change. Change execution includes resilience and courage as much as tactical skillsets, and when it comes to leadership it’s important to master both. Learn more about how to go from comfort to courage and ensure smooth, successful transitions no matter what is on the horizon. 

Ready to dive deeper into change leadership? Choose any one of the strategies from the outer game to experiment with this week. Change is not something that happens to us — it's something we actively navigate with skill, courage, and heart. Book a call with us to learn more about how we can influence positive change execution behavior in your organization.