Why Change Initiatives Don’t Work

Written by Judy W Bell on April 3, 2010. Posted in Change Management

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.

DIRECT/DOMINANCE

Thrive on change
Results-driven
Embrace quick decisions and change
Challenge the status quo
Initiate change

INFLUENCE

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

STEADY

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

COMPLIANCE

Concerned with the “effects” of change
Cautious
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