Approximately 70% of change initiatives fail. But does it need to be this way? Absolutely not! By understanding and navigating these prevalent challenges, you can ensure a successful transformation. By Lasse Jalling - Partner and learning architect
The American organisational psychologist Ray Williams points to five common misconceptions about change processes:
The illusion of complete control
While we can plan and allocate resources, believing we have full control over change processes is a fallacy. Change often encounters unpredictable events and unforeseen challenges. Embrace this reality, and use tools like the change kaleidoscope to guide you. Accepting this unpredictability increases your chances of success, as you’ll be ready for unexpected turns.
Change isn’t linear
Complex transformations, such as organizational restructuring or evolving business models, often come with detailed plans. Diagrams, milestones, and cost estimates offer a roadmap. Yet, rigidly sticking to these can hinder progress. The destination might be clear, but the journey is seldom direct.
The key isn’t to abandon planning but to cultivate adaptability, ensuring the strategy can evolve as needed.
Leaders aren’t always objective
Leaders and agents of change come with personal perspectives and vested interests. Recognizing this isn’t about pointing fingers but about fostering open discussions. Understand everyone’s vision for the change to ensure alignment with the ultimate goal.
No starting point is truly neutral
Every organization and its members bring their own biases, experiences, and histories to the table. To effectively navigate change, acknowledge these realities from the very beginning. A stakeholder analysis can be a valuable tool, highlighting who is impacted by the changes and how best to engage them.
Change is not always positive
While change can bring about great outcomes for some, it might be challenging for others. The inherent value isn’t in the act of change but in its results. It’s not about whether change is good or bad but about its eventual impact.
So we should just give up…?
Absolutely not! The key lies in designing a dynamic process that acknowledges that change isn’t linear and remains open to adjustments. A well-conducted analysis sets a clear, albeit flexible, path toward the desired outcome.
In most of our projects, we start off with a detailed visual process map. This serves as our foundational guide to sequence and prioritise tasks, ensuring every action is taken at the right moment.
Key elements of this map include anchoring, mobilization, integration with systems, stakeholder analysis, educational framework, and the incorporation of tools. Many of our clients find this visual aid invaluable, often utilizing it to streamline internal communications during the implementation phase.
While many processes may share similarities, each organization’s context is distinct. Drawing from our broad experience assisting both nimble startups and major corporations, both within Norway and globally, we pride ourselves on our adeptness in crafting effective and successful change processes. Reach out to explore our offerings. At the very least, you might walk away with some insightful inspirations!
