Do You Know How to Remove Unanticipated Obstacles to Organizational Change
Change is fraught with risk and unanticipated obstacles to organizational change. Don’t let any obstacle trip up your organizational change initiative — no matter how late in the game it arises.
What it Requires to Change
Change management consulting experts and savvy executives have done their research and understand what it takes to accomplish real and lasting organizational change. They know it requires a meaningful business goal that is clearly expressed and understood and agreed-upon by employees at every level. And it takes perseverance.
Even well designed and well communicated corporate change initiatives can fall short when unanticipated obstacles to organizational change emerge along the way.
This is the point at which unswerving and untiring commitment to the goal becomes critical to change success. Do not ignore late unanticipated obstacles to organizational change and hope they will go away. They won’t. They will undermine your change plans and, perhaps, lead to failure.
3 Unanticipated Obstacles to Organizational Change
Here are three examples of unanticipated barriers to the success of your change initiative:
For example, if you are looking to create a more collaborative culture, you cannot continue to incentivize purely on the basis of individual achievement.
Most employees would rather do it “the old way” because it is familiar. If people observe that one team is ignoring the call to change, they may follow suit. Managers who do not hold their teams accountable for the desired changes need to be held accountable themselves.
The Bottom Line
When it comes to change, effective change leaders stay the course, follow through on plans and eliminate each and every obstacle to organizational change along the way.
To learn more about how to overcome both anticipated and unanticipated obstacles to organizational change, download 5 Science-Backed Lenses of Change Leadership
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