Top Change Risks Are Real
Our change management experts suggest a new, simplified way to look at managing organizational change risks effectively. They suggest thinking of the change process as one that occurs conversation-by-conversation.
After all, aren’t most changes catalyzed through dialogue — productive discourse where ideas are exchanged and modified according to the influence of others?
Top Change Risks Are Different By Change Management Phase
Throughout a change initiative, change risks change in complexity, strength, and form. If you agree that communicating effectively with one another is a way to introduce, gain support for, and implement organizational change, then it is critical that the communication of and through change be handled right.
To excel (and in some cases to survive), companies and leaders must have the capability to successfully navigate change.
Top Four Change Risks by Phase
In our over thirty years of change management consulting, we consistently run into the same major change risks during the four primary phases of change:
Four Change Management Guidelines to Mitigate Change Risk
In each phase of change, there is a breakdown in communication — whether through a lack of clarity, inadequate dialogue or failure to reinforce desired behaviors. Here are four change risk management guidelines to ensure that your communications around change are positive and successful:
Actively involve key stakeholders to give everyone a chance to find out where they fit in the new order and how “their world” will be changed.
If you leave anyone out of the discussion, you leave room for misunderstandings, rumors, and even mutiny.
The Bottom Line
Change is never easy —especially when most prefer the status quo. But when you use positive two-way conversations to support the change process, change is easier and more likely to succeed.
To learn more about managing the top change risks, download 3 Proven Ways To Better Manage Stakeholder Risk
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