Why Change Initiatives Don’t Work
More than half of change initiatives in organizations fail. Most Fortune 500 executives cite “resistance” as the primary reason for failure. Studies show:
- Approximately 30% of reengineering projects are successful
- Less than 25% of mergers cover the costs of merger
- Less than 60% of quality improvement efforts are successful
- 80% of CIOs say “resistance” is the cause of project failures
There are ways to improve these figures. Here are some of my ideas relative to improving these numbers…
A positive way to offset resistance from yourself as well as others is to become familiar with behavioral styles and how each style accepts and adapts to change.
- Thrive on change
- Embrace quick decisions and change
- Challenge the status quo
- Initiate change
- Aren’t bothered by change
- Optimistic personality will embrace change if necessary
- Will look for creative solutions in handling change
- Will keep others motivated during times of change
- Will resist change
- Must have ample time to prepare for change
- Do not like to be rushed into decision-making
- Will at best “tolerate” change
- Concerned with the “effects” of change
- Must maintain high standards/perfection
- Sometimes rigid in thinking
Which description fits you?
Do you see some of your co-workers’ styles?
How about famous personalities?
These are all products of behavioral style and everyone has a style. Their unique pattern of the style elements influence how well a person deals with change. Learn about your natural strengths and weaknesses using a behavioral style assessment tool. Call us if you want more information. 901-757-4434