What’s Really Driving (or Derailing) Transformation
Change, the inevitable, unstoppable journey we all face. In fact, it’s interesting to see how many organizations struggle when it comes to implementing change effectively. It’s not that change itself is bad; it often boils down to how we manage and lead that change. Have you ever considered that maybe the issue isn’t with change per se, but rather with our approach to it?
Let’s dive into some of the key truths and myths surrounding change management.
Top 3 Truths About Change Management
1. Leadership Engagement and Support Are Essential for Success
Change cannot succeed from the sidelines. Leaders must do more than simply approve a strategy—they need to champion it. To be a champion requires visible participation, consistent messaging, and a commitment to demonstrating the change they expect from others. When leaders are fully engaged, employees are much more likely to follow suit. As Mary Kay Ash (of Mary Kay Cosmetics, a long time HRchitect client) once put it, “The speed of the leader is the speed of the gang.”
2. Embed the Change Plan within the Project Plan
Change management is not an “add-on” or an afterthought. It must be baked into the core project plan, with specific milestones, activities, and accountabilities. When change efforts run parallel to technical implementation, the results are often disconnected. Integration ensures that people and process change happen in lockstep with system or structural changes.
3. Measuring Success Matters
It’s not enough to say a change “feels” successful; it requires a deliberate, metrics-driven process. Like any strategic initiative, the effectiveness of change must be measured using clearly defined metrics. Key indicators such as adoption rates, performance improvements, and employee engagement offer tangible evidence of impact. These metrics illustrate the outcomes and enable informed decision-making, allowing timely adjustments to the strategy when necessary.
Top 3 Myths About Change Management
1. Communications and Training Are Enough
While communication and training are important, they represent only a fraction of the equation. Achieving actual change demands a holistic approach that encompasses cultural alignment within the organization, active involvement from all stakeholders, and a comprehensive plan for continuous coaching and feedback. Simply informing individuals about impending changes does not equate to facilitating their understanding, acceptance and commitment to the change. Organizations should aim to create an environment where individuals not only understand the change but also feel empowered to embrace it and incorporate it into their daily practices. Long-term reinforcement is important to ensure that the change is maintained over time, ultimately leading to a more cohesive and adaptable culture.
2. Change Ends at Go-Live
Go-live is not the finish line of change – it’s the start of a transformative journey. Many organizations underestimate the level of support, engagement, and adaptability required after launch. Achieving sustainable change takes time—requiring reinforcement, ongoing feedback, and a willingness to adjust course as goals evolve. As highlighted by author James Clear’s article, “How Long Does it Take to Form a Habit? Backed by Science”, research shows that it takes, on average, 66 days for a new behavior to become a habit. However, this timeframe varies depending on the individual, the behavior, and the situation. To truly realize the value of any change initiative, organizations must foster a culture of continuous improvement and maintain a resilient, forward-looking mindset.
3. Formal Change Management Is Not Necessary
Leaders too often operate under the misconception that a capable project team will ensure the success of the change initiatives. This assumption is misguided. Implementing a formal change management process is crucial, as it provides a structured framework, essential tools, and effective strategies to navigate the complexities of transitions. Without a dedicated change management approach, organizations may experience prolonged adoption timelines, increased resistance from stakeholders, and a significant risk to their return on investment (ROI). Emphasizing the importance of structured change management is vital for achieving successful outcomes and fostering a culture of resilience within the organization.
Intentionally managed change is sustainable. The process begins with engaged leadership that actively supports and drives the change. Let’s recognize that the true challenge lies not in change itself, but in how we lead ourselves and our teams through it. Committing to empathetic leadership and fostering a supportive environment can significantly enhance the likelihood of a successful change initiative.
About the Author
Priscilla Sparrow is a Senior Change Management Consultant with over nine years of experience. Priscilla specializes in developing and implementing practical tools and best practices that foster employee engagement, drive adoption and support organizational goals through change management.
To learn more about Priscilla, check out her LinkedIn page.
