January 10th, 2022 | From our CEO
The whispering starts. Calendars are checked. Minds bubble. Dangerous futures envisioned. Rumors circulate. Performance drops. People start to leave. Frustrations rise amongst those left behind, as they are puzzling with the question “What is in it for me?”
Signs of an organizational change in the making.
It does not have to be that way!
Let’s use road work as an analogy.
Now, think about the way organizational change is delivered.
- Organizational changes are often launched based on gut-feelings, not evidence and without any input collected from the people
- People are not engaged in the change design and informed before the implementation is launched.
- People do not know for how long the change is enduring, and how they are supposed to act. Their expected benefits are not detailed.
- People have no designated places, where they can voice their concerns. The trusted colleagues they normally seek out to make sense of things are “in the dark”
- Resistance builds up. Some leaders start to talk about dropping the change and rolling back to what once was. They often succeed by building alliances against the leader sponsoring the change. Not acting as ONE leadership team.
- Organizational changes drag out, as insufficient resources and mandates have been allocated to the project team
- The sponsors are not staying on top of change progress. Their minds have moved on to other ‘urgent’ tasks, but will check back in again at year-end… if they still remember
- Limited information on the change progress is shared with the people impacted. Information stays in between the project team, the executives and maybe the Yammer site that is used as the primary change communication channel (Note! 0% of people like Yammer as a Change Communication channel – Source: Innovisor)
- When the change is over the people are left with new systems, technologies, processes, and structures. Benefits only materialize slowly, if at all
Maybe organizational change can learn something from well-executed road works? What do you think?
P.S. There is another way for organizational change. Let’s talk, if you are interested.