4 Avoidable Ways to Sabotage Organizational Change

Sabotage Organizational Change man staring at bombs

There Are Many Ways to Sabotage Organizational Change
We see the same mistakes over and over again as our clients try to implement complex organizational change initiatives. We get it…organizational change is difficult…but many more such initiatives would succeed if they only avoided the four most common and most avoidable avoidable ways to sabotage organizational change.

The Overall Objective of Organizational Change
Let’s agree that any organizational change program has essentially the same objectives to:

  • Improve performance in the near- and long-term
  • Create an environment flexible enough to adapt as unexpected disruptions occur

Organizational Change Means Behavior Change
Organizational change means changing employee behavior and, for anyone who has ever tried to adopt a new habit, it is not easy. The goal must be deemed worth the effort and there has to be enough incentive to sustain motivation until the new habit is ingrained and becomes the new norm.

Four Avoidable Ways to Sabotage Organizational Change
Watch out for these four bombs that could sabotage your organizational change plans…

1.  Underestimating the Need for Extended Leadership Buy-in
Leaders set the example. If influential leaders and managers are not fully behind the proposed change for the long-haul, others will sense their lack of commitment.

  • Actively involve key leaders and managers early so they feel ownership and can lend their expertise as you craft the plan for change together.
  • Then keep key stakeholders informed of progress so they continue to feel ownership and engagement.
  • Don’t just include senior leaders. Employees often listen more carefully to their direct managers who have greater influence over their job success than to high-flown speeches from C-level executives.
  • Involve formal and informal leaders at various levels…they are critical to transforming the goals of the project to actual behaviors on the floor.

2.  Insufficient Monitoring of Targets and Overall Progress
Simply setting goals for various departments and then walking away will not produce the results you seek, especially when the organizational change initiative is complex. With ambiguity, at best departments will tend to work only toward their own priorities. You need someone in charge who can:

  • See what is needed in the future
  • Facilitate collaboration between functions
  • Make adjustments when appropriate
  • Encourage creative solutions that benefit the whole, not the part

To be successful, most change initiatives should be managed across the entire organization that is impacted, not just the separate silos.

3.  Handicapping Your Change Leader
Your change leader needs the power, resources and backing to get the job done. If you fail to empower your champions of change sufficiently, they will lose credibility and effectiveness. Change leaders must have influence over three critical  factors needed for success:

  • Employees affected by the changes
  • Communication and information flow
  • Resources and budget

4.  Disregarding the Individual Needs of Employees
Employee behavior won’t change unless employees are motivated not simply for the sake of the organization at large but for their own personal benefit. You need more than an overarching and compelling rationale; you need to persuade employees that there is something worthwhile in it for them. If you don’t convince the implementers that, in the end, the change will be good for them, you will undermine the entire initiative.

The Bottom Line
Once you become convinced that change is necessary for business success, don’t squander your chance to accomplish your goal. Avoid the “deadly four” ways to sabotage organizational change and do it right.

If you want some proven tools to ensure you do not mistakenly sabotage organizational change, Download This Field-Tested Change Management Toolkit Now

Comments are closed.

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More