Leaders are confronted with an increasing rate of change and complexity and need to find ways to deal with it.
As a recognized discipline, change management has been in existence for over half a century. Yet despite the huge investment that companies have made in tools, training and thousands of books, most studies still show a 60-70% failure rate for organisational change projects – a statistic that has stayed constant from the 1970’s to the present.
Don’t view change as a discrete event to be managed
Given this evidence, is it possible that everything we know about change management is wrong and that we need to go back to the drawing board? While it might be plausible to conclude that we should rethink the basics, let me suggest an alternative explanation: don’t view change as a discrete event to be managed, but as a constant opportunity to evolve the business.
Change readiness is the new change management: the ability to continuously initiate and respond to change in ways that create advantage, minimize risk, and sustain performance:
- Change awareness is a company’s ability to redefine itself as necessary
- Change agility represents your company’s ability to engage people in pending changes
- Change reaction is the ability to appropriately analyze problems, assess risks, and manage the reactions of employees
- Change mechanisms should encourage clear goal alignment across functions, the ability to integrate a change into existing systems, accountability for results, and reward systems that reinforce desired change behaviors.
Why change management needs to change
Leading your company through change has become different from how it was ten to twenty years ago. Mobilizing employees, engaging them successfully, motivating them, informing them, using the talent and potential of people and teams, it all is crucial.
Everyone agrees that change management is important. Making it happen effectively, however, needs to be a core competence of managers and not something that they can pass off to others.
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Why change management needs to change — http://www.torbenrick.eu/t/r/gdq
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