Why Organizational Change Fails
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AND HOW LEADERS CAN PREVENT IT
People don't always welcome change. In fact, change is often resisted. Providing effective leadership in times of change is an important, yet often overlooked skill set. Organizations tend to devote few resources to developing skills for leading change among its leaders. Organizations that experience high levels of success have leaders who commit to actions that effectively support change.
People don't always welcome change. In fact, change is often resisted. Providing effective leadership in times of change is an important, yet often overlooked skill set. Organizations tend to devote few resources to developing skills for leading change among its leaders. Organizations that experience high levels of success have leaders who commit to actions that effectively support change.
CAUSES OF CHANGE FAILURE
The first step to understanding how to help our teams get comfortable with change is to develop awareness of the most common pitfalls in leading change.
- Dots are not consistently connected to purpose, worthwhile work, and making a difference
- Organizations do not achieve critical mass support for improvement efforts
- Absence of an objective accountability system
- Leaders do not have the training to be successful
- Too many new behaviors introduced at once – need of sequenced approach
- No process in place to re-recruit the high and middle performers and address low performers
- Inability to standardize best practices across the organization
- Failure of leadership to model desired behaviors
LEADER ACTIONS TO SUPPORT CHANGE
Leaders can take specific action to promote successful change and improvement efforts.
- Express commitment to the change
- Model commitment to the new behaviors
- Reinforce the new behaviors (the behaviors “we seek to see”)
- 10% of good sponsorship depends on what leaders say
- 20-30% depends on what leaders model
- 50-60% depends on what leaders reinforce
