According to research, only 25% of organizations are able to sustain long-term gains from change initiatives, while 70% of all change initiatives fail. However, 82% of CEO’s identify change management as a priority. This is a good thing. We need to face the elephant in the room still…why do most change initiatives go down the drain?
Not being able to clearly articulate the change is the number one reason people fail to embrace change initiatives. If you communicate clearly the purpose of the change with a positive vision for the future and explain why that change is necessary, the chances are much higher than your desired change will be embraced.
It is upon the management to create an atmosphere where the team/employees buy into the new vision. But if employees don’t trust their leaders, getting them on board is not easy. Leaders must take the first steps. Change is always aborted whenever leaders don’t demonstrate the same commitment they expect from others.
Making change an option
When management commits to a change, the message must be that the change is not an option. It must be the only way. But the message that often comes across is “We’d like you to change, we’re asking you to change, we implore you to change, please change…” Whenever people have the option not to change, they won’t.
Not involving everyone
Leaders need to communicate, “Here’s what must happen. How do you think it can best be done?. Employees need to be involved in two ways. First, their input and suggestions should be solicited when planning the change and secondly, they should be involved in determining the means to achieve the change
Finally, successful change management requires that you give your team adequate means and processes for implementing the desired change. Otherwise, they will be naturally inclined to resist the change.