The terms “Transformational Change” and “Transformation” have become quite the buzz words in industry today. You probably hear them day in and day out. But have you ever sat down and thought about what they really mean?
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Most organizational change fails to deliver the intended value realization. Don’t believe us? Just take a look at a few of these statistics:
One of the most shocking pieces of advice we give to our Change Management Consulting clients is to STOP talking about Change Management. Wait. Back up. Did we just say, don’t talk about the one thing that can help organizational change projects be implemented more successfully? Yes we did. And here’s why.
How can you prepare your employees for organizational change? Is there a change management training option that delivers the skills and knowledge employees need to succeed in the face of overwhelming change? Over the past two weeks, we talked about the first two challenges employees face while going through a personal transition during an organizational change:
According to the International Association of Amusement Parks and Attractions (IAAPA), more than 300 million people ride roller coasters at U.S. amusement parks every year. 300 million! That’s almost the entire population of the United States.
Alan Watts, the British born philosopher, writer and speaker once said, “The only way to make sense out of change is to plunge into it, move with it, and join the dance”. Easier said than done, right? In a perfect world, everyone would love change. We could just send out an email announcing a change, and people would jump in with both feet, no questions asked—there would be no resistance and no complaining.
Communication during a change is imperative, but in our Change Management Consulting experience we see a lot of the same missteps being made time and time again. Here’s a list of the five most common communication mistakes we see, plus a few great tips on how to fix them!
In any given organizational change, you have two options: You can either invest in readiness now, or spend your resources managing resistance later. There is no other alternative, and there isn’t a “no payment” option that we have seen in our 30 years of change management consulting.
Do your Leaders say they support a transformational change, but then don’t have the time to participate in critical meetings? Is it like pulling teeth to get Leaders to make a decision? Is your organization plagued by infighting and politics between Leaders?
What’s a Change Implementation Plan? Well, would you start out on a road trip without looking at a map or setting your GPS? Would you begin renovations on your home without a clear, thought out blue print? We think not. That’s why we find it rather puzzling when organizations today will initiate any type of change, whether it’s transformational or a simple procedural change without a Change Implementation Plan.
