By Scott Coplan
An alarming 70% of digital transformation initiatives fail, according to Deloitte’s research!
To address this challenge, traditional project and domain methodologies typically offer powerful tools and techniques. The Project Management Institute’s Project Management Body of Knowledge (PMBOK) provides a globally recognized standard with a principles-based structure, eight performance domains, and adaptable tools. Similarly, Scrum, an Agile framework for software development, organizes work into small, cross-functional teams and promotes continuous planning, execution, review, and adaptation.
Despite all of these efforts, high digital transformation failure rates persist. This is because successful transformations require more than just cognitive tools and techniques. People interact with the world through both their thoughts (cognition) and feelings (emotion). While PMBOK and Scrum engage cognitive functions, the Delta Framework, developed and refined over 45 years of client experience and published research, overcomes the challenge of these low success rates. Delta acknowledges the importance of managing stakeholders’ emotions and introduces change management integrated with PMBOK and Agile to address this aspect.
Having a reliable change management methodology is crucial to managing stakeholders’ emotions. However, there is yet to be a widely accepted change management standard. Therefore, using a method that includes common principles such as alignment, communication, sponsorship, etc., is essential. One example of such a methodology is the Accelerating Implementation Methodology (AIM), developed by Implementation Management Associates. This methodology emphasizes human interaction’s cognitive and emotional aspects. AIM evaluates an organization’s readiness for change, manages resistance, and establishes sustainable change by addressing emotions and reinforcing desirable behaviors.
Figure 1 illustrates the integration of PMBOK, Scrum, and AIM as the Delta Framework.

Figure 1: Delta Framework
Five principles are applied to PMBOK and Scrum to demonstrate Delta Framework’s effectiveness in managing emotions.
- Alignment occurs when the objectives of stakeholders align with those of their organization.
- PMBOK aligns objectives by regularly conducting surveys and updating stakeholder communication.
- Scrum sets specific sprint goals, focusing on incremental value delivery.
- AIM fosters alignment by explaining necessary changes, reasons, consequences, desired behaviors, stakeholder readiness, and managing resistance.
- Communication involves exchanging information to ensure stakeholders are informed, building trust, and maintaining momentum.
- PMBOK and Scrum employ task and Scrum boards for communication.
- AIM integration with PMBOK and Scrum emphasizes communication from stakeholders’ Frame of Reference (FOR), enhancing understanding and fostering collaboration.
- Sponsorship refers to the formal and informal sources of power that legitimize an organization’s project.
- Project Managers and Scrum Masters execute responsibilities conferred upon them by a sponsor.
- AIM establishes a cascading network of sponsors, enhancing project commitment across the organization.
- Reinforcement represents actions or processes that motivate or encourage specific stakeholder behaviors.
- PMBOK and Scrum use continuous monitoring and iteration of tasks and sprints to reinforce.
- AIM introduces three reinforcement strategies: express (direct verbal or written acknowledgment), model (demonstrate), and reinforce (immediate consequences) to drive desired stakeholder behaviors that are easier to perform than the status quo.
- Continuous Optimization promotes the ongoing and systematic improvement of processes, products, services, or outcomes.
- Continuous improvement relies on stakeholder insights from lessons learned in PMBOK and Scrum retrospectives.
- Inclusion of AIM focuses on human objectives beyond project completion and encourages sustained improvement based on stakeholders’ well-being.
In conclusion, the Delta Framework represents a holistic approach to digital transformation by acknowledging and addressing projects’ cognitive and emotional aspects.
Digging Deeper:
[1] S. Coplan, (2024) “Unlock the Secret to Achieving Digital Transformation Success with the Delta Framework,” IEEE Engineering and Management Review, early access, pp. 1-9, February 2024, doi: https://doi.org/10.1109/EMR.2024.3367658.
[2] S. Coplan, The Integrator: A Change Management Framework for Achieving Agile IT Project Success, New York: Productivity Press, 2011, 268 pages, https://www.amazon.com/Integrator-Management-Framework-Achieving-Project-ebook/dp/B09SX8SFBQ/ref=sr_1_1?crid=3GLZ0DQWUBCVO&keywords=the+integrator&qid=1650562436&s=books&sprefix=the+integrator%2Cstripbooks%2C125&sr=1-1.
[3] S. Coplan and D. Masuda, Project Management for Healthcare Information Technology, New York: McGraw-Hill, 2011, 439 pages, https://www.amazon.com/Project-Management-Healthcare-Information-Technology-ebook/dp/B004LKS64M?ref_=ast_author_mpb.
About the Author
Scott Coplan, CEO and Change Agent for COPLAN AND COMPANY has over 45 years of experience in digital transformation, integrating project, information technology, and change management. He has also authored numerous articles and books on this subject. Linktree: https://linktr.ee/scottcop