While providing Early Life Support (ELS) to Run teams, the Organizational Change Lead must engage in resolving queries and understanding difficulties and hindrances faced by the Run team in sustaining the change.

These hindrances could arise due to:

• Ambiguity in roles and responsibilities
• Cultural differences
• Any new risk or lack of support for change sustenance.

The Organizational Change Lead must review the consolidated queries/ hindrances and identify a common trend or consistent issue that could lead to a wider change issue or risks. Appropriate actions need to be defined and documented to resolve the queries/ hindrances. Once defined, these actions must be reviewed with relevant stakeholders to determine whether to proceed or not, by reviewing relevance, cost, complexity, etc. If the actions are agreed, they must be launched immediately and monitored on a regular basis. A mechanism to monitor the effectiveness of actions taken must be established.

The Organizational Change Lead must assist the Run team to gain confidence on the successful change implementation and assist the team to stabilize and institutionalize the change.

The progress of Run team in terms of change adoption must be communicated to the leadership and all relevant stakeholders on a agreed frequency. The repository of lessons learnt must be updated for all the learnings during the handover from transition to the Run.

Leadership must be involved for any additional support required during this phase. Constant feedback from the leadership should be taken to ensure that the change institutionalization is happening as per the change vision.