Common mistakes companies make during change and how to avoid them

Change is inevitable in business. Whether it’s a company merger, acquisition, leadership overhaul, or new investment, these transitions are often defining moments for organisations. Yet, despite the best intentions and preparations, many organisational leaders hit roadblocks after these pivotal events, hindering growth and progress.?

Why does this happen? And more importantly, how can people keep their companies on course during times of major change??

Here’s a breakdown of some of the common pitfalls and challenges leaders face after significant organisational shifts, plus some strategies to overcome them.

Where leaders often come unstuck?

1. Getting caught in the weeds?

When change occurs, in an effort to show results,?progress or feel in control during the turmoil, leaders can end up focusing too much on daily tasks. This can cause them to lose sight of the bigger picture. It also takes away their time and focus from delivering good leadership to their team when it needs it the most.?

In times of change, clear communications, leadership and a well and overcommunicated strategy becomes extra important. Teams will naturally struggle to find their feet and align their efforts with the new ways of working. There is also often new structure, new organisational reporting and objectives, all which need clear and consistent leadership. Leaders must therefore avoid getting caught in ‘doing the do’ and maintain a strategic ‘helicopter view’ to ensure they guide the department or company effectively.?

2. Neglecting training and development?

Big changes require new skills. However, many organisations forget to invest in upskilling, coaching, or training their teams to adapt. This can easily just be put into the basket of, “we’ll do that later”. When employees are left to “figure it out,” morale and performance instantly suffer. Studies show that nearly no companies are more efficient in the first long period after a change than they were before. New takes time, but success can be sped up and better ensured by placing a focus on training and development. Growth in other words depends on equipping people with the tools and knowledge they need to succeed - now.

3. Forgetting change management?

Change is as much about people as it is about strategy. Rushing change without including people in the process, alienates teams, increases resistance, and diminishes results. Without effective and well thought through change management, even the best strategies can falter. Good organisational change management ensures alignment, open dialogue, buy-in and clarity on the change. It involves a clear vision, execution, and cultural integration for lasting impact.

It’s also worth remembering that although you have been working with the change for a longer period, it doesn't mean that everyone has. Often leaders have been involved for weeks or months when the news hits staff for the first time. Meaning that they will naturally be behind in regards to both accepting, processing and implementing the change.?

4. A one-size-fits-all approach to leadership?

Some businesses or leaders approach transitions with only cold, hard facts, forgetting the human element. Others base decisions purely on emotions without building a foundation of data or proof for the need to change. Neither approach works in isolation. Using a flexible leadership style ensures balance between fact-driven strategies with empathy and understanding to accommodate the different ways people like to be led.?

5. Assuming everyone thinks the same way

A common (often unconscious) mistake is thinking your team, board directors, and other stakeholders see things the same way you do. People’s perspectives and responses vary greatly. Leaders must diversify their thinking and seek ideas from those around them to avoid blind spots.?

How to steer clear of these pitfalls?

While the challenges above can derail well-intentioned organisations, these strategies can help your business course-correct and thrive after changes, big and small.?

Bring in the “extra muscles”?

Organisational change is heavy lifting and demanding. During transitions, bring in external expertise to help reduce strain on your internal teams and leaders. Fresh perspectives from advisors and consultants can help people remember to consider all the different areas, address gaps quickly, provide impartial advice, and bring experience across industries to inform and support your approach.?

Keep a strategic view?

Leaders must try to look beyond the immediate chaos and focus on long-term goals. This can be hard especially if the leader is still processing the change or feels that their own role or area is under threat.?

Delegate operational tasks to trusted team members to free you up to maintain oversight of the strategy, communications and big-picture objectives in your area. Focus on all of your stakeholders. This helps to ensure the business stays on track and rides through any setbacks quicker during the transitional period.

Communicate with precision and empathy?

A clear communication plan is essential to align teams, stakeholders, and investors during transitions. There should be strategies for internal and external communications with a strategic alignment and consistency between the two. Seek diverse perspectives to craft a message that resonates broadly across groups. Tailored messaging, which combines facts and emotional intelligence, ensures communication is both actionable and relatable. Remember communicating the change is just the starting point. After this announcement the real bulk of communication is needed.?

Build a plan with milestones?

Every successful transition combines short-term actions with long-term objectives. Ensure you have a roadmap with clear phases, priorities, and measurable milestones. Bring in your leadership team or board members to help create this. Not only does this give you new perspectives, it also fosters buy-in and implementation. Tracking progress at regular intervals or ‘waypoints’ keeps the organisation focused and ensures accountability, and reminds people of successes throughout the process helping to maintain motivation.?

Invest in people at every level?

Your team’s adaptability determines the success of any strategy. Training, coaching, and professional development help employees adapt and grow with the organisation. When people feel supported, they are more engaged, productive, and committed to the transition. With any major change there is an expectation, and often a wish, to lose or reshuffle some roles. However, investing and growing your existing team’s skills during times of change tends to be far more cost, time and ‘production’ effective than recruiting new staff.?

The value of an outside perspective?

For organisations undergoing change, strong internal leadership is a given. But the value of external advisors shouldn’t be overlooked, especially during critical turning points.?

Bringing in external consultants offers an objective, arms-length perspective that internal teams may lack. They bring wide-ranging experience, industry insights, and proven frameworks to ensure organisations don’t repeat the mistakes of others.?

At Small and Mighty Group, we work alongside leaders to drive transformation through thoughtful strategies and actionable insights. Whether it’s business strategy, executive coaching, change management, or leadership development, our team helps organisations stay resilient and aligned through change.?

Change is inevitable but getting “stuck” doesn’t have to be?

Every organisation will face moments of change. The difference between stagnation and success lies in how leaders prepare, delegate, and execute during these transitions.?

Strategic thinking is key, but it’s the combination of perspective, planning, and people that ultimately determines the outcome.?

Is your organisation navigating a significant change and in search of some extra help during an intense period? Discover how Small and Mighty Group can provide the strategic expertise and practical support you need to move forward with confidence.?

Connect with us today to build agility during your transition.?