Top 20+ organizational change management pitfalls and mistakes

Top 20+ organizational change management pitfalls and mistakes

Pitfalls to avoid during organizational transformation

Organizational change management pitfalls and mistakes

Top twenty common mistakes in leading organizational transformation

Leaders are confronted with an increasing rate of change and complexity and need to find ways to deal with it. Leading a company through change has become different from how it was ten to twenty years ago.

Without foresight and preparation, organizations succumb to pitfalls that are typically foreseeable and avoidable.

Pitfalls to avoid during organizational transformation:

Organisational change management pitfalls - Pitfalls to avoid during organizational transformation

Top 20+ organizational change management pitfalls and mistakes

The baseline requirement of change management is to plan and prepare

The baseline requirement of change management is to plan and prepare. Once this is done, successful implementation of change requires acceptance that communication and engagement are the keys to effective change.

People in the organization own the culture, so ignoring people concerns during organizational change is foolhardy

Resistance to change will be highest where the need for change is not effectively communicated and where the benefits of change are not understood by all.

Responsive to change

Charles Darwin once wrote:

It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change

Indeed, failure to adapt on a macro-level has caused numerous companies to go under and on a micro-level can cause serious issues when it comes to needed organizational changes.

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About The Author

Torben Rick

Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany and Switzerland.

Blog Comments

Here’s a resource and model our team used effectively in the past to address #6 and ensure we also focus on the People Side of Change.

Awareness
Desire
Knowledge
Ability
Reinforcement

from Jeffrey Hiatt and Timothy Creasey’s book: Change Management; The People Side of Change.

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