The impact of failed change initiatives
In today’s context, organizations are increasingly presented with a paradox: they are often required to implement change efforts, and at the same time know that most change initiatives fail, or, don’t fully deliver on their intentions. Indeed, McKinsey in its landmark research showed that 70% of change initiatives simply fail, a number that has been supported by other studies from the likes of the Boston Consulting Group or Bain and Co. Why do change initiatives fail? And, perhaps, more importantly: what is the impact of failed change initiatives?
Change initiatives fail because of a number of reasons. These may include the lack of planning or execution of change initiatives, the lack of competence or commitment of those who are commencing change initiatives, the lack of buy-in, skillset or desired behaviour from employees, or the lack of alignment between organizational value systems with change interventions.
The impact of failed change initiatives range from lost investment in the change programme, decreased employee motivation or morale, lost confidence in leadership, or, even, the resistance to change may increase. In the long term, this may lead to an increased likelihood for future change programmes to fail. On the other hand, organisations that succeed in their change efforts can reach strategic goals or improve employee motivation and engagement. They can also strengthen the change management muscles of their people; a crucial component in any change effort.
Making Change management project successful
Over the last years, our change management experts have worked together with a variety of global clients across diverse cultures and environments helping them achieve their change management objectives. Through our engagements, we deploy the most suitable and impactful change management tools or solutions that we always adapt to meet the specific needs, circumstances and situations of our clients. Our approach is grounded in the latest research findings and years of experience.
- Initial analysis through which we look into the organization’s past experience with change efforts, available resources, objectives of the change management initiative, and also assess potential risks associated with the people's side of the change effort. We do this to boost our basic understanding of your organization.
- Deep interviews / targeted interviews with key stakeholders, change agents or change owners to assess the objectives, planned actions of the change initiatives.
- Change readiness or pulse surveys to identify change readiness among the workforce, map potential roadblocks, and key power holders.
- Apply change management methodologies and change management activities such as stakeholder analysis, communication activities, sustainability efforts, or measuring the impact of the change initiatives.
- Support the implementation through custom made learning and development programmes through training or coaching services to target change management skills.
These targeted services are aimed at minimizing risks associated with change efforts, maximizing the impact of resource investments and the time commitments of your people, and increasing the take-up of required behaviours.
Our change management experts work with organizations from the moment change initiatives are drafted through adoption and implementation. We offer our assistance with change management capability building, consulting integrated change teams or the training of change agents. Our clients also trust us with identifying the most suitable change strategies to enhance the change management effort. Through this process, we focus on transferring newly developed skills into daily practices and behaviour for your workforce to use in the future.