Successful change has always been challenging to deliver, embed and sustain in organisations. How often have we heard that ‘70% of all change initiatives fail to deliver their intended outcomes’?


The challenges

The challenges behind this are well recognised. The importance of real executive alignment and visible change leadership. The need for the business to be truly engaged and involved in the change. Change programmes being technology-led rather than business-led. The lack of focus on the behavioural change required for successful implementation. The fact that there is simply too much change going on across the organisation.


The approach is key

In today’s world, these challenges are becoming even more acute – the advent of ‘digital’, the rise of ‘agile’ and new generations of millennials and Gen Z mean that the expectations of change are changing. So how do we deal with these enduring challenges in the environment we work in today and make sure that change truly happens.  Well, it’s not so much that the approaches to managing change need to be different but the way that these approaches are delivered is become increasingly important. This includes:

  • Striving for immediacy – we live in today’s world of a 24/7 digital culture which means that people’s expectations on the timeliness and regularity of communications has risen exponentially. We expect to hear about changes quickly and change leaders and programmes alike must aspire to meet this expectation.
  • Ensuring maximum transparency – there’s a whole plethora of information sources available to people now which means that the chances are that people will find out about what is happening in one way or another. This means that there should be intent to deliver the maximum level of transparency possible on any change initiative.
  • Engaging with integrity – in recent times we have seen an increased lack of trust in business, senior executives and politicians. The personal integrity of change leaders is therefore more critical than it ever has been before.  This demands that these leaders must ensure their behaviours are beyond reproach in engaging with their colleagues across the organisation.
  • Focusing on intimacy – we all expect things to be tailored to our own preferences and needs today. This increased personalisation across all aspects of our lives mean that generic interventions are less well accepted, and consideration needs to be given as to what any change means to individual needs and situations and how solutions are tailored. All of this must be factored into how change programmes engage with people across the business.

Successful Change implementation

By adopting a focus on how change needs to be delivered in today’s world, organisations will increase the chances of success for their change programmes and will perhaps go some way to re-dressing the balance on successful change implementation.

Here at Project One, we use a combination of our many years of individual and collective experience of successfully delivering change, alongside a genuine understanding of how the world of change itself is changing. This enables us to continue to deliver real change to make a real difference to our customers’ organisations and businesses.

POSTED BY: John Howarth - Consulting Director


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