Why does organizational change often feel like a doomed undertaking?

Well, it’s not just because you forgot to sacrifice a goat to the business gods. Change can fail for a variety of reasons, like resistance from employees who have grown comfortable in their old ways or a lack of buy-in from top-level leadership. But fear not! With these tips, you can be the change that sticks.

First – before you dive in you should know some of the reasons why organizational change fails:

The change is too big. Sometimes, organizations try to change too much at once. This can be overwhelming for employees and lead to resistance.
The change is too small. Sometimes, organizations try to make changes that are too small to make a real difference. This can lead to frustration and a feeling that nothing is ever going to change.
The change is too late. Sometimes, organizations wait too long to make changes. By the time they do, it’s too late and the change is no longer necessary.
The change is too early. Sometimes, organizations make changes before they’re ready. This can lead to chaos and confusion.
The change is just plain weird. Sometimes, organizations make changes that are just plain weird. This can lead to confusion, fear, and even sabotage.

So, yeah, there are a lot of things that can make your organizational change efforts feel doomed. And a lot of ways to make it a success!

However, here are a few tips that can make it not feel so doomed…

First, stop acting like a kid in a candy store. Sure, shiny new systems and processes seem tempting, but you need to do your research before diving in. Take the time to understand what’s working and what’s not, and then decide on the changes that will have the most impact.
Next, bring in the big guns. No, not Arnold Schwarzenegger, but rather key stakeholders who can help champion your cause. Get them on board early and empower them to lead the charge. This way, your vision can become contagious and gain momentum.
And let’s be honest, communication is key. Don’t keep your team in the dark, or they’ll just think you’re playing a round of hide-and-seek. Keep everyone in the loop and be transparent about the goals and timelines. This way, they’ll understand the vision and feel part of the change.
Finally, don’t forget to celebrate the small victories. Change takes time, and it’s easy to get bogged down by obstacles. Take the time to pat yourself and your team on the back for each step forward, even if it’s just an inch. Acknowledging the progress can help create positive momentum for bigger changes.

Long story short:

Be prepared for resistance. Change is hard, and people are naturally resistant to it.
Be patient. It takes time for change to take hold. Don’t expect to see results overnight.
Have a sense of humor. Don’t take yourself too seriously, and don’t be afraid to laugh at yourself.

So, there you have it folks, organizational change doesn’t have to be a nightmare. Just take a deep breath, do your homework, get your people on board, communicate effectively, and celebrate each small win along the way. And if all else fails, try sacrificing a goat anyway. Who knows, maybe it’ll help. Sorry if you’re a vegetarian.

If the goat thing doesn’t work, schedule a discovery call with me to learn more about how to make organizational change a positive success in your organization!

About Scott Span, MSOD, CSM, ACC: is CEO at Tolero Solutions. As a people strategist, leadership coach, and change and transformation specialist, his work is focused on people. Through his consulting and training work he supports clients to survive and thrive through change and transition and create people-focused cultures and a great employee experience. Through his coaching work, he supports people willing to dig deeper to identify and overcome what’s holding them back, change behaviors, accelerate performance and achieve their goals.

_______________________________________________________________________