According to an HBR article “…. change remains difficult to pull off and few companies manage the process as well as they would like. …. installing new technology, downsizing, restructuring, or trying to change corporate culture have had low success rates when the change is not managed well.”
Any transformation that is successful in an organization has the following elements built into the change process that is simple but requires all these elements for implementation.
1. Prepare for the Change
2. Manage the Change
3. Reinforce the Change
As Caroline Schoeder quotes, “Some people change when they see the light, others when they feel the heat.”
While implementing change, it is important to understand how a person walks through the journey of change from a lack of awareness about the change or its imperatives, to an intuitive mastery on the change along with the benefits of going through different phases of learning, practice and synthesis. Change management efforts are ideally to help an individual go through the different quadrants of learning and practice seamlessly for embracing the change more effectively.
Stumbling blocks to change and how to overcome them
There are five key stumbling blocks to change in an organizational context that can make any change difficult and impossible if they are not appropriately managed. Following outlines the stumbling blocks:
Organizations that implement change successfully ensure that they are working on the following very closely with the key stake holders for the change to be quickly embraced and launched successfully.
Build Metrics, Rewards and Recognition around the change that motivates individuals to partner effectively on the change process.