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How Not to Fail
By Mary Lou Panzano
Change is constant. It’s one thing we can always count on. If that’s true, then why are we not that good at making change work?
According to Forbes (Oct. 2022), 70% of all change initiatives companies try to implement fail, costing businesses millions of dollars in lost time, money, and productivity. Failed change initiatives not only bear a significant cost to the company, its employees, and stakeholders, but they also often leave leaders and communicators feeling exhausted, deflated, and burned out. What is behind these failures and what can be done about them?
Why Most Change Efforts Fail
There are four main reasons cited in the Forbes article explaining why most change initiatives fail.
- There is a lack of clarity and understanding around the change.
- People impacted feel disconnected from the change and therefore are not receptive.
- Those making the change do not care enough to gather outside perspectives.
- People fear the unknown and as a result lack the courage to make the change.
These reasons point to a lack of communication. That resonates with me because I have spent more than 30 years in the trenches confronting this problem while leading employee communications at four global companies.
How Not to Fail at Making Change Work
There is hope. When leading or communicating about a major change, the chances of success increase substantially when the following four components are part of the strategy:
CLARITY: Know and stick to your goal. Be clear about what you’re striving for, why it’s important, and what the intended outcome is.
CONNECTION: Engage and involve others. Once you are clear about your goal, actively engage others to help you achieve it. Listen to what stakeholders think, then leverage that input when making the change.
CARING: Care about the impact. Demonstrate that you care about how the change you plan to make impacts people and your stakeholders. Actions still speak louder than words.
COURAGE: Take the risk; do what’s right. Nothing changes if nothing changes. Take smart risks when taking action. Raise concerns, ask the questions no one else is asking, present fresh ideas, make decisions, and act.
These four components make up a successful framework I used to help companies implement successful change initiatives. I use them in my personal life, too!
Change is constant. How you handle it increases your chance of success.
Whether you are a leader driving a major change at your company, someone involved in supporting that change, or are stuck trying to make a change in your own life, this framework is a simple, effective way to help you stay focused and grounded and get the outcome you desire.