The formula was created by David Gleicher while he was working at management consultants Arthur D. Little in the early 1960s,[1] refined by Kathie Dannemiller in the 1980s,[2] and further developed by Steve Cady.
To ensure a successful change it is necessary to use influence and strategic thinking in order to create vision and identify those crucial, early steps towards it.
In addition, the organization must recognize and accept the dissatisfaction that exists by listening to the employee voice while sharing industry trends, leadership ideas, best practices and competitor analysis to identify the necessity for change.
[6] Paula Griffin stated that Gleicher started it, Beckhard and Harris promoted it, but it really took off when Dannemiller changed the language to make it easier to remember and use.
Čudanov et al. developed a quantitative measurement instrument, based on Beckhard and Harris's version of the formula, that can be utilized in change management practice.