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Tackling Barriers to change
Written by: Lisette HowlettArticle Overview: There are a number of barriers to successful change - both in terms of implementing it and equally, if not more importantly, sustaining it. By highlighting a top 10, this article gives ideas on how to avoid failure and how to implement and sustain successful change.
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Free Download - Tackling Barriers to change By Lisette Howlett |
Tackling Barriers to change
There are a number of barriers to successful change - both in terms of implementing
it and equally, if not more importantly, sustaining it. By highlighting a top
10, this mlh global hr consulting strategies for success article gives ideas on
how to avoid failure and how to implement and sustain successful change.
Change is an unavoidable element of all of our lives, and the ability to
seize the opportunities it provides underpins the success of all organisations.
It is not enough for employees to simply survive change; people need to
flourish in an ever changing environment if they are to realise their potential
and thus contribute to organisation success: this requires courageous
leadership. This Leadership must be underpinned by good strategies, techniques
and approaches.
Change is a function of:
- dissatisfaction with the present
- a shared vision of the future
- some first practical steps
There are, however, a number of barriers to successful change - both in terms of implementing it and equally if not more importantly sustaining it. I have jotted down my top 10 barriers and would welcome feedback as to your top barriers - either from this list or one of your own:
- Not enough understanding about the change itself and poor alignment behind it - for example, no clear vision, direction, priorities
- Lack of leadership - this is needed to inspire and engage people’s energies as well as to keep relentlessly moving forward
- Lack of focus and strong project management of the change - no clear accountabilities and inter-dependencies between roles
- No engagement and/or buy-in of key stakeholders - start with a failure to identify the key stakeholders (they could be any or all of the following: employees, shareholders, customers, executive/Board, the community) and then a failure to undertake detailed analysis of their needs/preferences and a detailed communication and engagement strategy
- No clear process for managing endings and beginnings, and co-ordinating the change process
- People’s issues/ barriers to change are not defined and there are no actions to address them leading to low engagement, poor morale, a fast return to 'the old ways' and a sort of 'let's sit it out' environment
- People practices are not reviewed and re-aligned - this is needed to ensure the change is sustained and to enable people to operate in a new way
- Successes are not recognised, communicated and/or celebrated - this is needed to increase the pace of change and gain commitment to the new way of doing things. Change is very tiring and is often something that requires extra effort - people need to see that this effort is paying off and their contribution is valued
- Progress is not measured and the learning is not reviewed - this is needed to sustain the change
- Lack of follow through and poor (or not explicitly communicated) connection with the next business initiative
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Article Tags: business today, capabilities, change leadership, clear vision, confidence, courageous leadership, dissatisfaction, element, elements, failure, hr consulting, li li, organisation success, organisational impact, organisations, poor alignment, priorities, shared vision, success article, ul
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About the Author: Lisette Howlett RSS for Lisette's articles - Visit Lisette's website Lisette Howlett has a unique range and breadth in HR and a track record of achievement spanning 15 years with global Human Resources in blue chip companies and 5 years in local government and the public sector. This includes extensive global HR project and content leadership and internal/external HR consulting covering UK, U.S., Switzerland, Europe, and Asia. Additionally Lisette is founder of HireScores.com a website which provides independent information and real life feedback on all aspects of recruitment – serving the needs of candidates, recruiters and hiring companies. She writes and presents on HR matters with particular emphasis on recruitment, recruitment effectiveness, integrated talent management, the people and organisation side of M&A, the role of HR, strategic HR and global HR. Click here to visit Lisette's website People and Risk Hiring New Employees A Best Practice Guide Online Recruitment A Quick Guide Preparing for Questions Asked at Interview InHouse Training Getting to 99 attendance |
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