The Wrong Way to Do Change Management
Here are the most common mistakes that organizations make when they’re attempting to implement change and how you can avoid them.
- Changing too much at one time. There’s only so much change that any team can handle at one time. The amount may vary from team to team or even organization to organization, but the truth remains that too much can lead to change exhaustion. There are a few indicators that your team is at capacity to effectively manage change when:
- Efficiency drops.
- Team members are struggling to keep up.
- The overall tone of the environment is less happy and more stressful.
- Assuming everyone is the same. You have to learn what motivates your employees and determine what their fears are. Remember that each person will react to change differently and take that into account when you’re crafting a change-management strategy.
- Adhering too rigidly to the plan. Having a strategy is crucial. Not being flexible enough to make tweaks or be open to adjustments to that strategy can doom you to failure. Remember, the best ideas come from the ability to have a “Yes, and” attitude, as opposed to one that shuts down anything that seems to stray too far outside the “norm.” If something’s not working, go back to collaborating and brainstorming and don’t be opposed to forging a new path.
- Failing to communicate well. Plans can fail when all aspects aren’t communicated clearly to each member of the team. You’re not working with an organization full of psychics so don’t treat them as such. Tell everyone what to expect throughout the process. Then tell them again. And as many times as you need to be sure that everyone is on the same page.