"Change is the only constant" and this is especially true in today's business environment. Organizations everywhere are struggling to reorganize, implement new software systems, and start improvement projects.
Just over 70% of all changes attempted by organizations fail. Leaders' handling of change and their lack of concern for people within organizations often leads to failed initiatives. Change gets delayed until it becomes a crisis, or inadequate solutions get implemented due to short-term focus.
Real results come from people, not systems or processes. For change to succeed, organizations must ensure stakeholders have both the skill and the will to change. The ideal state places most stakeholders in the "top right corner" of a Skill v. Will diagram—possessing both high skills and strong willingness to change.
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First key: Be transparent and keep communication consistent. Organizations must clearly explain why change is necessary and articulate new expectations. Leadership should actively listen to all input and implement the best solutions regardless of source.
Second key: Prepare for the pushback. Resistance is inevitable. Identifying and addressing resistance quickly is essential, sometimes requiring outside perspectives.
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Third key: Provide people with everything they need to be successful. Offer training, knowledge, skills, and tools necessary for success during transitions.
Organizations facing major changes should adopt a people-first approach to enable better communication, address challenges before they escalate, and implement optimal solutions.