Even under the best of circumstances nearly 70 percent of all change initiatives fail. That’s a shocking rate considering all of the effort that companies put into the process—and how much is riding on a successful outcome—especially these days.
What’s the main reason for failure?
Leaders don’t involve or address the concerns of the people affected by the change.
I was thinking about all of the change that is on the drawing boards of companies—including ours—as we look for ways to stay profitable. So I went back into my notes to an interview that I conducted with Dr. Patricia Zigarmi, our change expert here at the company. What Pat shared with me was that if leaders would just focus on three concerns that all people have, they could greatly enhance the probability of change succeeding in their organizations.
The first area to address is around information concerns. People want to know what the proposed change is all about, what you are seeing, and why things have to change.
The second area involves personal concerns. People want to know how the change will be good for them personally—not just good for the company. They also want to know if they will be able to master the new skills the change requires.
The third area is around the nitty-gritty implementation concerns such as system alignment, best practices, and the daily mechanics of making the change happen.
If you’re interested in exploring this a little further, check out the free Change Readiness Quiz at our website. Once you take the quiz, you can also download the Top 15 Reasons Why Change Efforts Fail