Managing Change – Why Change Management Fails



The most common reason cited for the failure of change management efforts is the resistance. It is a cop-out. It’s always going to be resistance, it is a normal part of any change management program, successful or not. The degree of resistance work out is determined by other factors.

Five elements

I believe there are five main reasons why change management efforts not

indecisive Leadership -. Study leader change management program is extremely safe and subject matter expert in all aspects of the process to change, they are going to need help. It will be planning for change, where leaders will engage in other risky, take stakeholder concerns and more until a plan is mapped out.

When the program is in place, the leader must shift from this engaging work style to one that is much more directive. The discussion is over. The change is in progress. It’s time to get on board or get out of the way

Directive without the support of -. When the leader has made clear what the organization is expected to do, they need to have insight to separate legitimate issues from whining. There is no need to devote time to the second, but it needs to be a support structure for the former.

answer like “figure it out” are not appropriate for people who have already tried and achieved frustration team. Walk around, look at the stress levels. Stress is normal, but you can not let people get to the point where they give up and lose faith.

Cracks in Leadership resolve – If there are two or more organizational leaders involved in change management program, looking for people to exploit any inconsistencies in their message and their behavior. Leaders need to act in lock step with one another.

Support is basically the kiss of death, as in “I support my fellow leader fundamentally, though I reserve the right to change the implementation of the plan as necessary.” Leaders need to hold each other accountable, not just their own point of

Inappropriate use of consultants -. It’s a good idea to bring in outside help, especially if the organization is going through a major change program, if you are unaccustomed to the growth you are experiencing, or if you need to cut down. Advisors should consult, as a coach, assess, challenge, etc. You must not allow anyone to include change activities as consultants while they “get their work done.”

good test for the proper use of consultants would be to look at how many you have had advice from your spouse. More than one or two advisors for each participating institution should be a red flag

The Devil In The Details -. Before you pull the trigger on the implementation of the change management program, make sure the plan is sufficient. Set up a structure that allows for a comprehensive program reviews with a method to raise issues and get them straight.

Even after you have organized everything as well as you possibly can, count on something going wrong. Set up a support system to react and adjust strategies if necessary. Make sure that you are subject matter experts ready to respond to unexpected when they occur.

Resistance to change is normal. Allow resistance to overcome change policy is the result of other failures, usually in one or more of the above areas.


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