EPIC: Setting a New Benchmark for Change (And What Agile Change Management Overlooked)

4 min read

Mar 4, 2025

Agile revolutionized software development. No question. Short sprints, fast iterations, early ROI, constant improvement — what’s not to love?!

Then came Agile Change Management. The idea that change managers should match the pace of Agile development. In theory, it made sense — new features roll out, change managers run alongside releasing waves of change, ensuring adoption. But in practice? It missed the one thing change managers actually focus on: people.

When you tie change management too closely to software cycles, you lose touch with the people who need to adopt the change.

That’s where EPIC comes in. It’s not just as Agile’s better sidekick — but a new standard for adoption.

Maybe it’s not cycles of change we need — but a cycle of reinforcing adoption.

(Disclaimer: I love Agile. Specifically as it relates to software development. This article breaks down some of the failings of agile change management.)

The Problem with Agile Change Management

Agile Change Management assumed that if you roll out change in fast, discrete sprints, people will naturally follow. But unlike code, change adoption isn’t instantaneous.

• Rogers’ Diffusion of Innovation Theory (1962): This theory shows that innovators start quickly while most people take time to adjust. For example, a technology firm introduced a new project management tool. Early adopters jumped on board, but without sufficient training, the majority struggled. This led to inconsistent usage and workflow disruptions.

• Behavioral Economics (Kahneman & Tversky): People resist change not because they reject innovation, but because they fear losing familiar routines. One mid-sized company upgraded its system without addressing employees’ concerns over losing old methods. The result was a slow, uneven adoption that hampered productivity.

Simply put, while Agile Change Management keeps pace with software releases, it neglects the critical process of human adoption.

We might need more than one training session.

EPIC: An Adoption Model Built for Humans

EPIC is more than a roadmap for change — it’s a framework that ensures transformation is embraced and integrated into everyday practice. Unlike traditional models that simply list a few phases, EPIC addresses adoption at every step, making it adaptable to any tool or process rollout.

Most change managers talk about 3 to 5 essential stages: identifying key people, understanding the change, and devising a plan. While this approach usually works, resistance often emerges — especially when contrasting “big bang” rollouts with iterative ones.

E — Engage

Begin the change before it officially starts. The Zeigarnik Effect tells us that people remember unfinished tasks better than completed ones. By engaging stakeholders early, you spark interest and commitment. For example, instead of waiting to launch a patient management system, a local hospital invited nurses and administrators to contribute ideas during the planning phase. This early involvement turned skepticism into genuine ownership, easing the coming transition.

P — Plan

Outline the necessary behavior shifts — not just the technical rollout. People resist not the new tool, but the loss of familiarity. A well-crafted plan transforms that loss into a personal gain. Consider a regional marketing agency that, when launching a new sales strategy, replaced a one-off announcement with interactive workshops detailing everyday changes. This helped team members see clear benefits, easing fears and building momentum.

I — Implement

Embed the transformation into daily routines. Research like Ebbinghaus’ Forgetting Curve shows that most training is forgotten within 24 hours unless reinforced. By integrating new practices into daily work, you create lasting change. For instance, rather than relying solely on external training, a university gradually restructured class routines to incorporate interactive teaching methods — ensuring faculty learned naturally and the change endured.

C — Continue

Sustain the change well beyond the initial rollout with ongoing support and incremental wins. A retail chain that launched a new inventory management system scheduled regular follow-ups, celebrated early milestones, and tweaked processes based on feedback — ensuring the new system became a core part of everyday operations.

Why EPIC Sets the Standard for Adoption

• Internal Transformation: While frameworks like Agile Change Management focus on sprint schedules, EPIC zeroes in on human adaptation. For example, a manufacturing company shifting from manual to automated processes could use EPIC to monitor employee engagement and comfort levels, achieving a smooth, confident transition rather than just a technical upgrade.

• Customer Success: New features and products only succeed when customers truly adopt them. When a SaaS provider notices low engagement after a feature release, reorienting their approach with EPIC — engaging users early through tutorials and ongoing support — could significantly boost adoption rates.

• Driving Innovation: Innovation flourishes when both employees and customers smoothly navigate change. A financial services firm, after introducing digital solutions to enhance customer experience, could see higher satisfaction and measurable performance gains by ensuring the EPIC framework guides both staff and clients through the transition.

Employees after they were engaged from the start.

Final Thought: The Future of Change is Adoption-First

Agile Change Management marked an important milestone, but progress is incomplete without a genuine focus on people. EPIC represents the next evolution — a framework that goes beyond launching new ideas, products, or processes to ensure they become an integral part of everyday practice.

When driving change, ask yourself: Are you simply iterating, or are you fostering true adoption and enthusiasm? That’s the EPIC difference.

How is your organization paving the way for genuine adoption?