Confidence over successful organizational change falling

Based on a survey of 1,100 business leaders, the Regus/JBA study shows that 83% are expecting change but only 61% feel confident it will be successful based on past performance. This leaves a “change gap” of 22%, the report states. Read more… http://www.management-issues.com/2009/8/14/research/confidence-over-successful-organizational-change-falling.asp

My take…3 keys to increasing confidence in change:

1) Change the organizational expectation–help people wake up to the new reality and the expectation that for the organization not only to survive but to compete, everyone will need to be willing to think “outside the box”, take calculated risks, and be tolerant of ambiguity. But talk is cheap, to send a strong message, leaders and executives must show through ‘visible’ example those behaviors. Leaders must create credibility in the future by building trust among the affected stakeholders.

2) Create and highlight change “wins”–nothing builds confidence like success. It doesn’t have to be huge or high impact. Building on small, consistent examples of success breeds confidence. Look for examples, they are there but often times they go unnoticed.

3) Prepare purposefully–when starting a new change initiative, spend the time upfront to create a change plan that addresses not only the technical/business solution to be implemented but also the social, cultural, and organizational aspects of the change. And no, a communications plan, though necessary, isn’t enough. You must address issues of resistance and organizational systems and processes that keep the organization from truly adopting and assimilating the change for good. A solid change strategy executed with the same rigor as any other element of the change initiative will create energy and confidence necessary for success.

What do you think?

2 Comments on “Confidence over successful organizational change falling”

adminFebruary 23, 2012 at 3:32 pm
Tierah Chorba (from LinkedIn SmartChange™ Network Group) Clear, actionable, effective. Great points to help those heading into the rough waters of change. I will add my own to this already powerful list. Be HONEST about the pain. You must validate the very real feelings of fear, distrust, confusion, and pain. When you don't allow them a voice, they will show up in conscious and unconscious forms of resistance. Change is hard. Agree early with that truth.
adminFebruary 23, 2012 at 3:33 pm
Claudia M. (from LinkedIn SmartChange™ Network Group) I can add that showing excitement about the upcoming changes –positive- Even when the change will be painful, explain why the change is needed and what the cost will be if not doing it. If you do not believe it, they will not. I think that is part of be honest as well. To sound honest, some down deep research has to happen in your own business culture. In my previous experiences, corporations take it for granted that any change is a good change, then takes longer than expected and morale gets in play with too many ups and down. Leaders do not talk to bottom line people that make their wages and company profits. Then when things get bad they communicate with very low credibility and they cannot increase their morale. I am not saying that everyone must agree in organizational changes; however, a little bit of culture search before start doing it –communicate by asking inputs-, can save you many headaches. Also, gives you the opportunity to identify those key performance indicators your customers/business need. The more you sign the song with a good tune, the more they will come and dance along :-). And keep the ears open to the opportunities to address immediately any misunderstanding that might cause resistance. Great article summary! Gracias

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2 Comments on “Confidence over successful organizational change falling”