Hello all! This is the final installment of a series called Barriers to Doing Change “with” People. In this series, I’ve shared three fears I think people have about doing change with people rather than to them and focusing on supporting people as they lead themselves through change.

I am wrapping up the series with the key questions I asked us to consider.

The change won’t achieve desired end results

After doing some internet research, I did not find agreement on a metric for the failure rate of change initiatives. I did, however, find agreement that change initiatives often don’t do as well as planned.

Given that, which desired results are in jeopardy if we take this new approach? What about current change management practices gives you confidence that they are more effective in reaching change initiative goals?

The change will take too much time and money

We are often seduced by the idea that what appears to be faster is actually so and that it is also more efficient and cost effective. In the current way we practice change management why is there so much dissatisfaction with change initiative outcomes and why do we have to spend so much time:

• “Telling the story”?
• “Selling the vision”?
• “Getting buy in”?
• Dealing with “resistance”

Could it be possible that if we redistribute some of the time we currently spend on these activities to involving people from the beginning and getting clear on the goals of a change initiative we would save time and money?

Could it be possible that if we redistribute some of the time we currently spend on these activities to involving people from the beginning and getting clear on the goals of a change initiative we would save time and money?

A loss of control and an unfamiliar approach

We may not be super thrilled with the results we’re getting with the current “command and control” change approach, but we continue holding on to the approach. Why? Can we name the specific fears we have about ceding control of change initiatives, of letting the people who will be responsible for the day to day carrying out of the change being collaborators in the planning and execution of the change?

Closing thoughts

I want to hear from you. How do you feel and think about this shift in practicing change management? What are your answers to these questions?

Please post your thoughts and comments below. Let’s help each other become the best change management practitioners and enthusiasts we can be!

Thank you for reading. Until next time, take care and keep up the good work!

Mike