Many people feel uncertain, skeptical, or fearful about change. While it’s common to claim that you don’t like change, that’s not entirely true. If we truly disliked change, we would never marry, have children, move to a new home, start a new job, and so on. So, as scary as change may be, it is inevitable, and we have to change the ways our brains are wired to accept that fact.
Why Change Efforts Fail
So, what often causes change efforts to fail?
- The need for change is unclear.
- Complacency overrides urgency.
- Resistance is unexpected and mismanaged.
- Communication is limited.
- Commitment is lacking throughout the organization.
- Information is incomplete or inaccurate.
What Guides Successful Change Management
On the other hand, what guides successful change management?
- A clear vision.
- Leadership support and involvement.
- Employee contribution and buy-in.
- Accountability.
- Alignment with organizational goals and values.
- Excellent communication.
With an understanding of what makes for successful change management and unsuccessful change management, you can apply the three-phase ACT model:
- Activate the Change
- Create a Plan
- Transition the Change
By following the ACT model, you can clarify and align vision and goals, determine readiness, establish a sense of urgency, and establish a communication plan.
For a deeper understanding of change and the three-phase model for success, check out the webinar Leading Others Through Change: A Three-Phase Model for Success.
To get started on implementing change, use HRDQ’s course, Leading Others Through Change. Leading Others Through Change is available as classroom training program and as a self-study e-Learning program. It is part of the Reproducible Training Library, a full suite of content that’s downloadable, customizable, and reproducible.
