The Stop Start Continue Change is a management and facilitation model that can be applied to a wide range of situations where we need to improve processes, polices and behaviours etc.
Stop – Start – Continue – Change
The Stop – Start – Continue – Change four step change model is a simple yet often overlooked organizational and individual development tool. Suitable for a wide range of applications including individual, team and organisational, the SSCC model provides a valuable facilitation framework.
For a facilitated team activity simply:
- Get four pieces of flip chart paper and label them Stop Start Continue and Change
- Next then ask your participants to work in four small groups:
- First group brainstorms answers to the question: “In order to (increase revenue by xx USD/GBP/EU, solve this issue, etc.), what do we need to STOP doing?”
- Second group does it with “In order to (increase revenue by xx USD/GBP/EU, solve this issue, have a better product etc..), what do we need to START doing?
- Third group brainstorms this one: “To (increase revenue, cut costs, solve this issue, have a better product etc..) what do we need to CONTINUE doing? Hint: Brainstorm about what’s working really well.
- Fourth group brainstorms this one: “To (raise revenue, cut costs, solve this issue, have a better product etc..) what do we need to CHANGE what we are doing? Hint: Brainstorm and capture feedback from staff and customers about what would be better if changes.
- Then rotate everybody around so that everyone gets a chance to give each question their best shot. Now you summarise all the points, assign a financial impact to each point that’s been raised, make it all into a report that says exactly what you will do (lay someone off? cut a program?) if your stuff doesn’t work.
The Stop start continue change model is a simple yet effective model for organisational change, as well as for individual change. It is best used as a facilitation technique.
The Stop start continue change (SSCC) model works well in association with thePRIMO-F model or many other organizational development or individual development methodologies
Originally written August 2008