The biggest reason that most change management plans fail, and how to save yours!
Jeremy Shute
Fortune 500 Leader | Co-Founder Ignition Strategy | Executive Coach & Mentor | Lecturer | NED | B2C & B2B
Approximately 70% of change programs fail to achieve their goals, largely due to lack of employee support and management backing (McKinsey).
But why?
In my experience, there is one overriding reason why most change management plans fail to get off the ground, let alone deliver against expectations.
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NO ONE HAD BUILT A CASE FOR CHANGE!
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As the saying goes, “a person convinced against their will, is of the same option still”.
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Humans generally prefer not to change so developing the rationale for why change is needed will lay the foundations for success.
I use 2 tools as follows:
1)???? WHAT CHANGE MUST I REACT TO: What shifts are most likely to materialize and what would have the biggest impact on me or my organization.
2)???? WHY WE NEED TO CHANGE: How do I convince my team or organization that we need to change.
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ANTIPCPATING WHICH CHANGE TO REACT TO:
-???????? Anticipating change is a healthy exercise, usually as part of your annual strategic planning process, but don’t leave it more than 12-months between these assessments.
-???????? Use the 2x2 grid on the slide above, to brainstorm all the potential shifts in the market and them plot them as follow:
o?? Which would be most likely to happen.
o?? Which would have the most impact for you.
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-???????? Then prioritize them and develop and case to convince the organization to change.
THE CASE FOR CHANGE:
-???????? I adopt a simple 4-stage approach (see below).
1)???? The reason for change - what factors are driving the change that is happening or about to happen and why is this relevant to you.
2)???? Provide the evidence – provide facts and indisputable insights, this removes emotion from the discussion.
3)???? Identify potential solutions – look at the options available to you including resources you have and other priorities going on and return on investments needed.
4)???? Align on the change – prioritize and resource the change.
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TOP TIP: To persuade be rational, to engage be motivational.
At Ignition Strategy, we help organisations manage change, big or small and we can help you manage change more effectively.
Over the coming weeks, I will be publishing more articles around managing change.
Why not DM me or use Calendly on my LinkedIn profile page to set up an introductory meeting to talk Change.
CFO, accomplished finance leader with international outlook in Pharma, FMCG and Travel industry.
9 个月Totally agree, Case for change is the necessary fist step, then you also need a shared vision, a feasible plan and the capability to execute it.