Organizational Change: How to Succeed

This post was coauthored by Paul B. Thornton.

We live in a world that is constantly changing, and ever more quickly. This means that to keep up, organizations and their leaders need to promote positive change initiatives that will really work. Unfortunately, despite good intentions, nearly 70 percent of change initiatives will fall short of achieving the desired results.

To boost the chances of success, leaders need to find clear answers to these five critical change-related questions:

1. Who Needs to Change?

Begin by identifying the specific individuals who need to make the changes—the “target group.” These individuals need to be fully on board. Beyond this target group is a “secondary group” that needs to support the target group. The secondary group can include the target group’s employees and other individuals who influence the target group members.

2. What Specific Changes Are Required?

Change can often feel overwhelming, yet only a few targeted shifts can make a real difference. The key is to classify exactly what must change. Be specific in stating change-related goals. For example, “First-line managers must review and discuss the new quality metrics at each weekly staff meeting,” or “Each vice president should cut policies and job descriptions by 30 percent.”

3. Is the Target Group Able to Change?

The target group requires updated knowledge, skills, and resources to carry out their new roles and responsibilities effectively. If members of the target group cannot change, it is important to find the reason(s). This may require a needs assessment to identify any gaps in knowledge, skills, or resources. Common steps for addressing these gaps include:

• Training programs
• Coaching and mentoring
• Demonstrating what desired performance looks like
• Providing job aids and a support group
• Upgrading equipment

4. Is the Target Group Motivated to Change?

Members of the target group need desire, energy, and confidence to make the necessary changes. If members of the target group lack motivation or are unwilling to change, determine the reasons. Resistance to change may mean members are stuck in their comfort zone or consumed with other priorities. They may think the change is unnecessary or not have faith in it. To increase motivation, leaders can:

• Provide incentives
• Affirm people’s talents to build confidence
• Provide support and encouragement
• Remove obstacles or resolve issues that are demotivating

5. What Resources Are Needed?

Training and motivating individuals to make changes requires time, effort, and money. Without sufficient resources, the change effort will fail. Leaders need to be realistic and precise when defining the resources required.

In short, leaders play a critical role in combating resistance to change and in ensuring that change processes are done effectively, with positive results.