I moved to a new house but, I continued to walk home to my old one?
One may quickly question the sanity of this individual as it goes without saying that ‘if you always do what you’ve always done, you’ll always get what you’ve always got’, Henry Ford.
But, ‘how do you facilitate change in your organisation?’
When processes, product lines, strategies, company beliefs and values are changed, are the impact that these changes have on the workforce even considered? Will employees be required to work differently and how will this be supported?
Change has become a constant and managing it has become an expanding discipline. Yet, research states that ‘70% of change projects fail due to resistance to change’, Beer & Nohria.
How leaders facilitate behavioural change determines how employees embrace change, as well as the outcome for their organisation.
It’s natural for individuals to resist change. Oftentimes they don’t believe in their own ability to change; with doubts arising like ‘am I able to do this new job?; ‘will I shine in this new world, as I did before?’; and it seems easier to retain the status quo, than to rally behind transformational change.
My latest research focuses on changing behaviour in 3 months, with a success rate of over 70%, which balances the odds of your change programme failing.
By training and coaching individuals through change, it feels far less uncomfortable.
Are you letting your employees take the long route home? Or, are you ensuring that new behaviours clear the path to success?