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How to change security behaviour
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What does it take for change management to be successful?

McKinsey's «Influence Model»

Implementing an awareness strategy does not just mean designing and developing it. The strategy must also be understood, supported, and implemented by all employees. That means that the way of thinking and the behaviour of the employees must be changed. McKinsey has developed a general model to successfully accomplish transformation of corporate culture, strategy or restructuring. The so-called "Influence Model" consists of four pillars:

[Image: Influence Model. In : Tessa Basford and Bill Schaninger, The four building blocks of change,McKinsey Quarterly, April 2016]

  • For a process of change to be understood, accepted and implemented, it must be clearly communicated. Communication with a running record of changes helps dissemination and effective influencing.
  • The right measures must be taken to successfully change behaviour. Focusing on collaboration and the purpose of the change is recommended.
  • Successful change requires the development of new talents and skills. Employees must be supported and encouraged in this development so that they actively accept it, instead of remaining passive.
  • Role models help to implement change. Look for people and opportunities that will help you drive the process of change.


Thanks to today's digital tools and their possibilities, companies have new ways to integrate their employees into the change process and thereby positively influence the adoption and implementation of innovation.

When it comes to introducing a good security culture, the right Awareness Strategy is mandatory. We can help you to develop, implement, review and further adapt such a strategy.

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