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08.04.2014
Leslie LimApril 23, 2014 at 2:30 AMI love this post, and I was absolutely thrilled to see the other links that you published that go along with this topic.
Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections. The vast majority of companies continue to just hope that employees of their change initiatives will simply embrace the changes thrust upon them. Change management require a compelling change story, communicating it to employees and following it up with ongoing communications and involvement. Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes. Driving and managing change will remain the number one priority for leaders according to a recently published study. All too often organizations announce big changes and new programs with big events and fanfare, but then very little actually happens.
Journalists dig for information, and items can run in the media before employees hear about them.
Failure to create a strong sense of urgency causes a change movement to lose momentum before it gets a chance to start. Organizational change will be extremely difficult in most cases if managers rely only on making a case to the rational, analytical, problem-solving side of the brain. Managing resistance to change is challenging and it’s not possible to be aware of all sources of resistance to change. One of the biggest mistakes you can make in initiating major company changes is to expect that everyone’s reaction will be even remotely like yours.
Regardless of the catalyst for the change, it will be your employees who determine whether it successfully achieves its desired outcome.
Change management communications need to be targeted to each segment of the workforce, and delivered in a two-way fashion that allows people to make sense of the change subjectively.
All change in organizations is challenging, but perhaps the most daunting is changing culture. Organizations usually have networks and coalitions of people that are not visible on the formal organization chart. Leaders must actively involve the people most affected by the change in its implementation.
Creating a higher level of performance, lowering cost, raising quality, carving out a new relationship to the market always requires a mix of decisions and behavior change.
An important part of sticking to the vision is to create opportunities to achieve smaller goals along the way.
If you declare victory too soon, the focus will be taken away from your efforts, and all traces of your hard work could soon disappear. Doing things again the same way as you did before when even then they didn’t work properly. The practicality and simplicity of the outlined change management mistakes is most appreciated!
Hi Rick, I like your list also, after having read through the list – I think number 7 need to be addressed further. Also we need to consider the fact that not all have a negative reaction to change and that it is individually on how fast one person slide through the phase in the graph – the positive reaction to change – because if we don’t, we risk losing some important people on the way towards achieving the new stage.
In many situations the need for change is driven by top management due to lackluster performance, and most of the management layers below are not driving the change (because they often lack the knowledge, which the employees have, to know HOW they can dramatically improve the performance), but instead middle management is often only trying to reduce the impact of the change that is forced upon them. In other words, I often see that the top decides HOW we are going to change, instead of setting PERFORMANCE objectives and involving the rest of the organisation on how this should be done. Change is a word that is constant, and it affects everyone, from people to companies and organizations.
Accenture is a large management consulting, technology services and outsourcing firm, with a major presence on more than 120 countries. With change crucial to businesses and organizations, the capacity to adapt and manage change is crucial and necessary for business leaders and managers.
Once you log on to the change-management blog site, you’ll see a phrase which says “change is a state of mind”.  It also contains blog written by the finest bloggers on topics like change management. The Lean Blog started operating in January 2005, and continues to host news, commentary and discussion about what the word “lean” truly means.
Whether you’re a change manager, consultant or tech guy, this blog service will provide you with ideas on how to support your organization in successfully achieving its goals, and effectively managing change.  The blog also covers change management-related topics that most workers and managers are likely to run into long the way. Forrester is a global research and advisory firm that serves clients in business and technology industries. Ranked as one of the world’s largest and most diverse PR agencies, Ketchum has over eighty years of success, mentoring and leadership.  Its blog service discusses topics such as change management tools and techniques, employee management, communications and learning strategies.


Change management is no longer a term that denotes only operational improvements, cost efficiencies and process re-engineering. In today’s business reality the level of complexity and the increased rate of change cause challenges for many leaders.
The most general lesson to be learned from the many studies is that organizational culture is the most common barriers. Some aspects of organizational culture are visible on the surface, like the tip of an iceberg, while others are implicit and submerged within the organization. Because these ingrained assumptions are tacit and below the surface, they are not easy to see or deal with, although they affect everything the organization does. Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy to address these factors. Change management, process improvement, new directions – call it what you wish, but avoid these common mistakes!
Social media can play a vital role in how a company goes about its change management decisions – it can be an important “vehicle” to facilitate better and faster change management.
Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy. Even a “small change” like the cartoon shows can have disastrous consequences if everyone isn’t on the same page.
Establishing a true sense of urgency without creating an emergency is the first objective achieved to overcome the routine of daily business.
Instead, they must also make an emotional case for change and align the rational and emotional elements of the appeal. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed. Expecting that there will be resistance to change and being prepared to manage it is a proactive step. When people in an organization realize and recognize that their current organizational culture needs to transform to support the organization’s success and progress, change can occur.
This will help ensure employees at all levels of the organization embrace the proposed changes. Like any business operation, It also calls for the right skills and resources, Organizations often simply fail to commit the necessary time, people, and resources to making change work. Break down your vision into smaller short-term goals, and communicate short-term successes at each opportunity.
These small successes will not only work directly toward achieving the desired change, but will create positive feelings of accomplishment and the drive to pursue the next goal. Successful companies consistently re-evaluate their change efforts to determine where other areas can be improved, such as employee development and retention, new projects and new systems and structures. I would rather think, the challenge may vary from complete lack of communication to lack of change communication to appropriate impacted parties at detailed level as needed. Furthermore we need to look at their current mental state (Stress on workplace, at home etc.) you could call it the personal stamina towards change) and then we have to look at how they imagine the future after the change process has taken place – is it attractive enough and does the change process insure the right level of involvement and influence on their own job situation). These people will be the strong ones that can’t see themselves in the “new tomorrow” and therefore will leave the organization.
If a change is not realistic, or you have a high priority project I have found people find ways to work around changes being made. This guest post from Joel Parkinson is a way for me to give you more great content from around the web.
If a company or organization does not easily accept, and embrace change, then it could be heading for a lot of trouble.
The firm collaborates with the customers to help them perform better in businesses and organizations.
The web services blog service contains more than 800 blog items and thousands of news feeds, about topics like change management and more. The blog service was created by Mark Graban, and focuses on topics like lean management in the manufacturing world, as well as in the healthcare industry after Mark moved there in late 2005.
It has blogs which discusses topics that are related to  Customer  Focus, Lead Nurturing Marketing, Small Business Social Media, Social Selling Strategies and more. It has now evolved into a community blog that regularly publishes stories about people from all ages of life, and across different situations at home or in the workplace, as well as on topics related to personal change. Their blog service covers topics such business process management, business transformation, business process improvement, enterprise resource planning, customer experience and more. CEB is a membership organization that is composed of 350 of the planet’s leading companies and serves more than 13,000 professionals.
Change is constant and the only way to move on to the desired state is to understand and embrace change. I have always had some list-type posts like this one on my to-do list, but Joel gave me a very good reason to post one.


Change management has become a much bigger, more interwoven part of the overall business fabric – an embedded leadership requirement that plays into everything that we do, every day, and how we go about getting things done, regardless of hierarchy or rank.
Motivating people to change direction, building new strategies, transforming business models, and adopting new ways of collaboration. Nearly 70 percent of changes fail, by some estimates, resulting in financial loss and employee cynicism. In this world where technology has advanced with leaps and bounds and there is not much that is new to be offered to the customer, content is one tool that is being used time and again to bring out the various facets of services and product to entice the customer. Does anyone else out there agree that organizations would benefit from an increased awareness of how change management delivers results? Do they feel a sense of crisis, a “burning platform?” If not, how can you create it?
It’s far better to anticipate objections than to spend your time putting out fires, and knowing how to overcome resistance to change is a vital part of any change management plan.
Leadership, on the other hand, is hard to teach, springing as it does from many personal qualities. Behavior change asks people to act differently, gain new skills, or shift the organization’s culture.
Paradoxically, successful behavior change often demands the very skills the change Is trying to create. I agree with your advice, but I don’t believe that resistance has to go with the territory. Also, i have noticed that it is critical, especially on large scale transformation efforts to have an exclusive change manager or a Management of Change lead. This altogether will if discovered prior to the large change processes, give the organization a huge advantage towards avoiding failure. Beginning change without the commitment and critical mass of the most senior stakeholders affected by the change can often lead to difficulties and demotivation later. Change leadership requires a specific skill set that is quite different from the project management skills. It also operates a blog on change management, with popular posts such as  “Enabling Sustainable Change Published”, “To Offshore or not to Offshore?” , “Stakeholder Engagement”, “If You Build It, They Will Come” and more. Their blog service covers topics such as Assessing Key Performance Trends and Risks, Benchmarking Performance and Plans, Establishing Innovating Operating Approaches, Organizing and Managing Critical Talent, Driving Alignment and Support for Change, and Navigating Leadership Transitions. Change doesn’t only defines the process of taking full advantage of the technology but it also includes on the attitude and the actions taken by the users and the subjects. In most of the cases organizational-change failures are driven by … negative employee attitudes and unproductive management behavior. And, compared to the great quantity of management tools, few leadership tools are available to the manager.
Getting people to change their behavior requires a different mindset and a different set of leadership skills than making decisions about strategy. When change management is left to the project managers, it often becomes a deliverable rather than a component that drives the change within the organization.
Fully utilizing the Change Manager’s talent, tools, and processes may seem tedious at first. Session 34 of Making Business Happen Radio featured a candid discussion of why many change management initiatives fail. In Collins’ book, good to Great, he discusses great organizations that are so good at keeping people in the loop regarding goals, threats, opportunities, etc.
It is also refreshing to see that there are people who do not see a drop in morale during a big change as a negative! This may not always be an option, especially if a vendor contract is involved, however it should be monitored and encouraged as soon as possible.
But using a consistent process is an investment in success because at the end of the day, every improvement or innovation is dependent on people being willing to adopt the changes required.
These ten blogs will help you find more information on how to manage change in your own businesses. Change management is actually an approach towards transitioning, or shifting people, teams and organizations from a current state, to a “desired” state.
The process allows people fully accept, and embrace the changes that occur in their work or business environments. Too often leaders miss the importance of pre-planning so that every stakeholder can see 9and feel) why a change is needed. Let’s take a sneak peak at a few of the top change management tools and techniques blogs today.




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