LOC02: The major factor of failure in change management

According to wikipedia - Change Management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. The current definition of Change Management includes both organizational change management processes and individual change management models, which together are used to manage the people side of change.

So why bother to change? Change is important to either an individual or organization in order to bring us to another level. For an organization, change can improve efficiency, make it attractive for investors, improve customer satisfaction and thus bring more revenues.

In bringing change to an organization, we need to ensure it is easily accepted with least hesitation which will then translate into smooth execution by all employees.

According to John Jones, DeAnne Aguirre and Mathew Calderone in 10 Principles of Change Management, one of the failure to bring change is due to failure to address the “human side” systematically. Any significant transformation creates “people issues.” New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant. Dealing with these issues on a reactive, case-by-case basis puts speed, morale, and results at risk.

In summary, a good leader is vital to ensure change is adapted with no/least resistant and therefore smooth transformation is achieved.