Change is no longer the exception, it’s the rule.
Markets that constantly evolve are the new normal. And navigating business growth is no longer a luxury you might invest in, but rather a must-know for all entrepreneurs.
So, your ability to adapt to change as a company — especially a global company — can make the difference between failure and success.
Change can come in many forms — smart automation, rapidly advancing technology or new players in the marketplace that have a more aggressive approach and the ability to quickly win clients over. Whatever its shape or form, change is inevitable.
Although change can be hard to handle and can sometimes even have a negative impact on your business, it’s also a unique opportunity to step up and create a massive transformation that excites and inspires others. It’s your chance as a global leader to leave a mark in a dynamic market where change is otherwise the only constant.
So what are the most effective change management strategies for global leaders? And what are clear hindrances and pitfalls that you should try to avoid?
Why most change management strategies fail
Whatever the cause change should not be taken lightly. Why?
Because it threatens belief systems, self-esteem, and even financial security. Without a clear direction and proper guidance, it creates internal resistance and gets employees to turn against the company.
We’ve talked in the past about how to get your team excited about change. Now we’ll take a look at what can (and often does) go wrong when leaders try to guide their company through major upcoming changes.
A comprehensive 2018 report by Harvard Business Review and Strativity found that failure is widespread in change initiatives. In fact, 91% of participants revealed that change programs for their organizations had failed in the past.
Well, I think you can agree that these are some shocking figures. So what lies behind these fails?
Researchers were able to outline the major roadblocks to successful change. Here are some more staggering numbers from the report:
- 62% of participants stated poor communication as the number one reason change management failed
- 54% of participants claimed poor leadership was another primary reason
- 50% of participants blamed a lack of understanding of the purpose of change
- 47% of participants said lack of user buy-in was another major culprit
You might be surprised to find out that insufficient budget or time and lack of momentum were on the bottom of the list, and overall weak obstacles in the face of successful change management.
Now that we know what causes change initiatives to fail in a majority of cases, let’s learn about what we can do to bypass these deep-rooted issues.
Common issues when managing change (and how to solve them)
Let’s start with the main reason why change initiatives are reported to fail: poor communication. Have a look at 3 mistakes leaders make regarding this issue:
1. Not planning ahead
If you want your employees to get on board with your proposed changes, you need to be transparent with them every step of the way. Therefore, it’s important to plan ahead regarding what you will tell them, how you will implement the change and how you will communicate with them after the initial goals are achieved.
A positive response to change requires constant communication. So planning a series of meetings throughout the transformation is a must if you want to succeed.
2. Not involving employees in the process
You need to engage employees in a meaningful way. It’s crucial to communicate with them how exactly they can influence the coming changes and make it easier for everyone involved.
Make sure you get people on board who aren’t managers, but still key stakeholders at different levels of your organization.
3. Not having clear communication
When you present your message to the team, it needs to radiate authenticity. Be clear and direct in what you say. State your objectives openly, answer questions, and explain all of the different aspects of your initiative in detail.
The second core issue that can halt your progress in change management is poor leadership and support. This usually manifests as:
Not listening to feedback
Leaders can get carried away when things are going really well. But it’s important to stop, ask and actually listen to the feedback you receive. That way, you avoid relying on guesswork to make necessary adjustments, and you also keep your team in the loop and let them know their input is valuable to you.
Minimizing the impact of the change
Never try to downplay the effects of a major change to your team. They’ll figure out what you’re trying to do right away, and eventually lose respect and even their trust in you. Be honest about what’s to come (even if it makes you look like the bad guy), and acknowledge that you’ve had a lot more time to analyze and warm up to the new change than they did.
Enforcing change, instead of inspiring and educating
Don’t just send a mail to your managers telling them to let everyone know there won’t be a pay rise at the next standup. Although it’s in your power to do that, it’s not in your best interest (or anyone else’s for that matter).
A skilled leader knows how to make change look appealing in the context of a dynamic market. True leaders teach, train and inspire others. So instead of fixating on overcoming adversity to your change, seek to educate others on its benefits and to enable and support them in managing the challenges that come with it.
Another factor that can get in the way of change is your team not understanding the purpose of a certain change, or how it will be implemented.
The solution? Have unwavering clarity. Clarity about your mission, vision, and goals. Don’t just expect your employees to be passive and accept to do whatever they are told. Make it a priority to help them understand the reasons for the specific change and its overall objectives.
Share with them a well-defined vision and a clear direction. This will make them less likely to resent you, and also more inclined to contribute to your initiative’s success.
The last reason why a new change might not have your desired results is a lack of user buy-in — which will eventually lead to a low contribution from your team as well as to internal resistance.
If this happens though, the way you could fix it is to make a strong case (both rationally and emotionally) for the change
For most people, decisions are largely driven by emotions, not logic. If you want your team to be on board, you need to make them buy into your plan emotionally, not just on a rational level. And always be aware that when you bring up a major change, people will undoubtedly question it.
You need to be able to articulate why your initiative makes sense from a business perspective, and also bring a sense of determination and trust to your team. Make a case for why the change is not only necessary but also why it’s good.
In other words, have a compelling story that’s based on facts, but also appeals to emotions.
The bottom line
Change management strategies fail because the human factor is ignored.
To be successful, a global leader must prioritize clear communication, get key players on board with your plan, be transparent about the impact of your initiative and, most importantly, be open to feedback and adapt your approach along the way.
Change management in a dynamic market can be a challenge, therefore staying up-to-date and learning how to manage continuous change is a must as a global leader
And if you want to learn more about how to manage change in an ambiguous and uncertain world as a global leader, sign up for our newsletter here: