Failures of Change Management PRESENTED BY:

Change Management

Quality of Change

Initiative

Alignment of

People

Result

Michael Fischer; Kimberly Clark

Failure in the change management can be of two types

1.Quality of change Initiative

2.Alignment of people

Change Initiative

1. Change Initiative Change initiative depends on the process of the change that is taken into consideration

Change process goes through different stages which are:

1. Planning 2. Implementation 3. Evaluation

If these processes are not executed in a clear and concise manner, it can lead to failure in the change management

Planning Implementation Evaluation

Problems in Planning It should be taken into consideration that a proper planning is conducted for the project which includes

Not Clearly identifying the problem No SMART objectives Unclear processes Wrong Stakeholder analysis/ Not conducted Unrealistic timeline

“If you don't know where you are going, you might wind up someplace else.”- Yogi Berra

Problems in Implementation

There are various problems that are related to implementation of the project that can lead to failure of the project which are as follows;

1. poor Implementation of the new process

2. Ineffective use of technology

3. Inability of perform according to need

Problems in Evaluation

Improper Data collection method Improper utilization of data analysis Unrealistic Time management

Limited Budget, Time and resources

Improper time management Improper resource management Limited budget

All these issues can lead to failure of the project

Resistance from People

Resistance from people to accept the change can lead to failure of the problem dramatically

—Enthusiasm—Cooperation—Cooperation under pressure—Acceptance—Passive resignation—Indifference—Apathy; loss of interest in the job—Doing only what is ordered—Regressive behavior—Non-learning—Protests—Working to rule—Doing as little as possible—Slowing down—Personal withdrawal (increase time off)—Committing “errors”—Spoilage—Deliberate sabotage

Acceptance —

Indifference —

Passive Resistance —

Active Resistance —

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Arnold S. Judson, Changing Behavior in Organizations: Minimizing Resistance to Change

Communication

“Tell me and I forget,Show me and I remember,Involve me and I learn”.- Anonymous

Clear communication is the key to a successful change process

A project can be failed if :

1. Does not clearly communicate the scope, objective and process of the Change management

2. The communication pattern should be cleared at different levels of people.

3. Proper training and development should be conducted if needed

Resistance

People tend to resist the change for various reasons:

1. Fear of Unknown

2. Not ready to challenge themselves

3. Living in a comfort zone

Stakeholder Analysis

• Stakeholders are the key to success for any

change.

• Right selection of stakeholders can lead to the

success of the change while wrong

stakeholders can cause failures

• Power/Interest of people needs to clearly

identify

Training and development

Training and development of the people is an

important attribute to the success of the change of

the people. Different attributes if not considered well

can lead to failure of the change management like:

• Improper material

• Improper trainer

• Improper Communication

Conclusion

Everyone who is part of implementing the change management process is a Change Agent (“seed carriers”).

• Change Management is a challenging process that needs proper planning, execution and monitoring

• It is important to take proper steps in clearly identifying the objectives, Key performance indicators and accordingly manage the change agents to avoid failure

Thank You