Leaders today know only too well the need to adapt, pivot, transform business operations to achieve and grow in the future. The challenge is how to lead these changes in a way that engages people, lifts pace of delivery and optimises your investment. We often see great ideas for change, but what is it that stops people from actively and positively getting onboard with some projects.
Here are the 5 reasons people don’t get onboard with change:
1. Lack of understanding
People do not understand or connect with the purpose and/or urgency of the change.
– What is the business case?
– What are the risks and opportunities related to this change?
2. Lack of involvement
Individuals and teams feel they have not been involved in creating the change and/or do not see the value for them.
– How will the change benefit us, our customers, our future, etcetera?
3. Lack of support
The skills, knowledge, ongoing support and coaching are not easily accessible. Making the change should be made as easy as possible.
4. Lack of recognition
Energy that people do invest in the change is not recognised or reinforced. Change progress needs to be tracked, success stories celebrated and people acknowledged for their contribution.
5. Lack of trust
Personal change experience. Where individuals have had a poor change experience in the past, and especially where trust is negatively impacted, people will be less enthusiastic.
For your copy of the 5 reasons people don’t get on board with change, download the PDF Mather-Consulting-5-reasons-people-dont-get-on-board-with-change-A4-Brochure-PDF-dowload.pdf (121 downloads) .
We’ve created a targeted development programme to help managers lead positive change and can be facilitated in-person or virtually. The learning is practical, relevant and focusses on participants’ change context.
So, if you want to give your change initiative the best chance of success, get in touch.