“Seventy percent of change projects fail.”*
The exact figure may shift, but the lesson is clear: transformation is hard.
Why? Because most leaders focus on the operational.
They plan tasks, assign owners, map timelines – the Gantt-chart components of change. Crucial, yes. But only one dimension of successful transformations.
To beat the daunting odds above, you need to address all four dimensions of change:
1. Operational – The plans, tasks, milestones, and deliverables.
2. Psychological – The fears, uncertainties, and personal barriers people face when confronted with something new.
3. Cultural – The shared values, norms, and traditions that shape how people behave within the organisation. Letting go of deeply held habits is hard, and people need a compelling reason to do so.
4. Political – The power dynamics, individual agendas, and potential sabotage that may come from conflicting interests. Change can threaten the status quo, and the guardians of the past will put up a fight.
When you treat change as an expedition, you acknowledge that it’s a journey full of emotional, cultural, and political terrain you need to navigate – beyond the operational plan.
If you communicate and act accordingly, it will greatly increase your chances of your project to be in the 30% that succeed.
#facilitatorpro #change #changeiscollaborative
*Quote: McKinsey
Photo: Yoal Desurmont?on?Unsplash
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