Contemplating a Major Change Initiative?
Organizations these days are pretty much always involved in some kind of major change initiative. It has become almost a requirement of doing business successfully. The question is which change camp you fall into — the winners or the losers. The bad news is that according to change management consulting experts, about 75% of organizational change programs fail to reach their goals; the good news for the companies looking to stay ahead of the pack is that savvy change leaders are the ones behind the 25% that succeed. To succeed, you need to overcome the biggest obstacles to organizational change.
What Separates Winners from Losers in the Change Management Game?
As participants learn in our proven change management simulation, the major obstacles to change management initiatives are usually related to people — their attitudes, beliefs, knowledge, experiences, and skills. Why? Because change must go through people.
Sadly, people’s critical role in effective change has been mostly neglected and misunderstood. Too many change leadership teams don’t pay consistent attention to people early or often enough.
A Closer Look
If you are a person who relies on numbers to be persuaded, here are the results of a recent study by Leadership IQ involving nearly 80,000 employees and leaders on the subject of organizational change:
How to Overcome Employee Resistance
The Bottom Line
To succeed at change, you need to win the hearts and minds of those who matter most — your employees. To increase the odds of success at change, actively involve those most affected by change early and often in the business case, the vision, and the plans for change.
To learn more about how to overcome the biggest obstacles to organizational change, download The 5 Change Perspectives that Leaders Must Get Right
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