Change Failure.
The question is “why” we fail to manage change.
Most of Change failures were due to poor changing initiatives as mentioned by John Kotter.
There were few studies which were being carried out on Change Failure – the observations were summarized as per below:
Ø Programmatic change – avoid programmatic change.
Change leader need to avoid by analyzing the impact of change. Ensure change initiatives
derived from comprehensive change management strategy. This means of confronting the
deepest issue ie attitudes and behaviors
Ø Writing a memo instead of lighting a fire
Ø Talking to much and saying to little
Ø Declaring victory before the war is over.
Ø Looking for villains in all the wrong places
Ø Unable to align human resources initiatives. Ensure our change management plan is
reflected in their systems and practices.
Ø Succeeding in a changing world. Lack of sense of urgency as said by Kotter.
We continuously need to question ourselves whenever we pay a visit and relook at our change management strategy or plan. Ask ourselves?
Ø Have I targeted the most pressing, deepest issues confronting the organization?
Ø Are the shift in attitudes and behaviors that need to be part of the plan?
Ø Have we help line mangers identify the most critical processes for reengineering etc?
Ø Do we provide training in redesigning and improving the key processes?
Ø Have we communicated enough? Communicate…communicate…communicate …..in order
to eliminate resistance….
Ø Are we facilitating the organization to design a process for gathering internal or external
customer feedback?
Ø Have we extended our empowerment to others to make decision and to act on our change
vision?
Ø Are we attending continuous improvement on our change management plan, monitor and
measure its performance?
Change Management Plan – What is it, in a simple way?
Change management plan is a roadmap that guides change planning and implementation activities
The change management plan is very dynamic. As we execute it, we shall learn and may require us to do some alignment or adjustment.
The are six step plan which are widely used for creating a change strategy and plan.
® Step 1 – Prepare to change
® Step 2 - Create vision and build commitment
® Step 3 – Create the Macro Change Strategy
® Step 4 – Design the Change Management Plan
® Step 5 – Implement the Change Plan
® Step 6 – Learn and adjust.
Again, we as change leader shall avoid programmatic change by analyzing the impact of change and ensure the initiatives is derived from a comprehensive change management strategy.
Change leaders must monitor the implementation of their change plan and regularly monitor the status of the plan
Human resources managers shall align systems and practices with change management plan.
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