Plan for Change Success
Corporate change statistics are discouraging. Reportedly, only 30% of corporate change initiatives succeed. When we investigate the reasons for so many change failures, the main culprit is how we communicate change – there is a lack of understanding, commitment, and alignment.
Many change leaders believe that they have put together a workable plan for change, but they neglect to actively involve their key stakeholders. And it’s not so much the “what” of the change message that is misunderstood by employees, but the “why.”
When employees don’t “get” the rationale for change, they are likely to resist. It’s only human nature. The status quo is familiar; change can be threatening. For successful change to occur, companies need to get their employees on board.
Whether the change has to do with organizational restructuring, leadership shifts, mergers and acquisitions or changes in regulations, you need the support and commitment, rather than the pushback and resistance, of your workforce to make it happen.
One recent survey of over 500,000 employees found that almost 1-in-3 did not understand why the proposed change was happening. Don’t let that happen to you and your team.
How to Do It Right
It’s all about communication.
The Bottom Line
Change is tricky. It requires careful planning and clear, compelling, regular, honest and open communication. Are you up to the challenge?
To learn more about how to communicate change, download 5 Science-Backed Lenses of Change Leadership
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