Here’s the scenario: You have invested vast amounts of time and dollars in launching a new web and mobile site. You have trained everyone on the new features; and you have made their lives so much easier (or so you think).
Yet months later, people still persist in their old ways: Where are the business improvements you expected? And when will the disruption you’re experiencing subside?
The fact is that organizations don’t just change because of new systems or processes. They change because the people within the organization adapt and change too – they become engaged. Only when the people within it have made their own personal transitions can an organization truly reap the benefits of change. Have you set your people up for success?
The problem that many companies fall into is stopping with the “launch”. Did you know that 70% of major change initiatives fail after the launch or implementation? Why? Leaders walk away from the project before the change is rooted in the cultural DNA.
LEADING THE SUCCESSFUL JOURNEY
Assuming you are the person who needs to make changes within your organization stick, the challenge is not only to get the systems, process and structures right, but also to help and support people through these transitions. The easier you can make this journey for people, the sooner your organization will benefit, the more engaged your employees will be, and the more likely you are to be successful.
What was true more than two thousand years ago is just as true today. We live in a world where “business as usual” IS change. New initiatives, project-based working, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.
You have to work hard to change an organization successfully. When you plan carefully and build the proper foundation, implementing change can be much easier, and you’ll improve the chances of success.
SETTING “US” UP FOR SUCCESS
Change leadership consists of two sides: a technical side and a human side. To achieve success, you have to address both sides effectively. Most new web site initiatives focus exclusively on the “technical side” of a given change: getting the site up and running. Yet the “people side” often goes overlooked, leading to resistance, frustration, disengaged workers, and eventual rejection of new initiatives by the employees who are impacted by supporting the change.
The illustration above is a peek into the importance of getting your people engaged on the changes and the important roles you play as a change leader. Do you feel you are set up for sustainable change? Are your people?