Why change management is so important today
Implementing change is easier said than done — 70% of change efforts fail. But it’s of critical importance that enterprises
Dive Deeper: The CEO’s Guide to Successful Change Management
Why change management fails: 3 people problems
The highest barriers to successful change are created by people. Whether it’s lack of strong leadership, employee resistance, or poor communication, they’re all people problems. Broadly speaking, people are the reason why change management fails.People problem #1: Lack of management support
The CEO title entails many responsibilities. One of those is Chief Explaining Officer. But too many CEOs and other executives fail to communicate and address employees needs during change. No matter how closely you stick to your change management model, the change won’t stick without adequate leadership support. CEOs and other senior leaders must create the vision, and make sure employees understand their role in achieving it. But many business leaders mistakenly think change management is not their responsibility. By not taking an active role, executives send a message to employees that the change is not important. As Brent Gleeson writes in Forbes, “Successful transformations must be led by ecosystems of leaders across the entire organization.” Leaders must be resourceful, motivated, and prepared to adopt any and all kinds of digital change.According to @idgenterprise, 88% of CIOs feel they are more involved in leading #DigitalTransformation initiatives compared to their business counterparts. Digital transformation will be key to business growth in 2019 and CIOs are taking notice. pic.twitter.com/HCie9lEHL8
— Digital Radar (@Digital_Radar) February 27, 2019
People problem #2: Employee resistance to change
Every change manager knows, a huge reason why change management fails is resistance to change. They also know how to overcome it — theoretically. But few can put this into practice with consistent success. Changing the attitude and actions of your employees requires a thorough understanding of how employees process information and make decisions. Unless you take the time and effort to understand how a proposed change will affect employees, you’ll likely face resistance. An iron-fisted approach to directing change also breeds resistance. When employees feel they have no say in the matter, the loss of control and frustration leads to cynicism and dissent. However, resistance can actually be a good thing because it forces you to anticipate where it will arise, and how to avoid it.Make organizational change simple and seamless with WalkMe. Request a demo.
People problem #3: Change fatigue
Digital change is rife with frustration and stress. When employees are forced constantly to change their processes,
Changing fast
Failing to account for these three challenges can threaten the viability of your overall change effort. If you want to understand why change management fails, it’s important to take a people-focused approach. Communication, leadership support, adequate support, and creating a track record of positive change are all essential for making your transformations successful.WalkMe’s Digital Adoption Platform (DAP)transforms the user experience in today’s overwhelming digital world. Using artificial intelligence, engagement, guidance, and automation, WalkMe’s transparent overlay assists users to complete tasks easily within any enterprise software, mobile application or website. Discover how a DAP can revolutionize your business.