Many may feel uncertain, skeptical, and fearful about change. We all tend to say that we do not like change, but that is not entirely true. If people really disliked change, they 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.
So, what often causes change efforts to fail?
- Need for change is unclear.
- Complacency overcomes urgency.
- Resistance is unexpected and mismanaged.
- Communication is limited.
- Lack of commitment throughout the organization.
- Lack of accurate and comprehensive information.
What guides successful change management?
- Clear vision.
- Leadership support and involvement.
- Employee contribution and buy-in.
- Accountability.
- Alignment with organizational goals/values.
- Excellent communication.
With the understanding of what makes for successful change management and unsuccessful change management, you need to learn how the three-phase model, ACT.
- Activate the Change
- Create a Plan
- Transition the Change
When you ACT to lead through change, you clarify and align the 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, presented by Diana Durek.
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. There is also a discount on this program for all attendees of the webinar!
