Here are a few common mistakes that I frequently observe in organizations when it comes to change or transformation:
- Initiating a change or transformation without first constructing a coherent change story
- Investing in technology without allocating effective resources that drive Change Management
- Neglecting to designate a Change Sponsor, a crucial role responsible for driving transformative initiatives
- Mistakenly equating Change Management solely with communication
- Erroneously assigning communication tasks to the Corporate Communications department—distinct roles, I assure you!
- Operating without a project plan under the assumption that agility excludes the need for structured planning
- Not embedding Change Management in the DNA of the organization that everyone understands
- Thinking that Change Management is “nice to have!”
Change Management is a tool that leaders, managers and employees need to understand. It’s a mindset and way of working.
The elements above are foundational and fundamental to the success of any change or transformative initiative.
Hani - this is an excellent list! Great advice. I might even add the need to create Change Champions when you establish a Change Sponsor - it is more and more critical to get that early buy in from a number of stakeholders. Thanks for publishing this.