Why do ‘transformational change’ program fail so often?

Why do ‘transformational change’ programs fail so often? (Apparently 7 out of 10 do).

You will probably have seen this happen, if not in your own organisation, then somewhere else.

There are lots of reasons, and I’m sure communications is one; bad communications and the lack of communications. Have a look at this short video made by one of our clients - Twist and Shout - and see if you recognise anyone.

The question is; what do you do about it? How do you deal with people who behave in this way?

Firstly you need to recognise that you recruited and trained these people. You have created them. So you might need to ask how that happened.

Secondly it’s worth thinking about how you have communicated your messages. So often people at the top are really enthusiastic about change and haven’t carefully thought through the implications for others.

So when they do tell everyone about the changes, they seem to forget that some people are not going to like them and, as a result, handle the message insensitively.

This creates cynicism and negativity. Then the people at the top complain about all the negativity and cynicism, which, had they been more skilled in their communications, could have been avoided.

I heard several people tell me of one senior manager who told his whole site how great the changes were going to be and how much he was looking forward to his new role. The changes clearly meant that at least 30% of the audience would lose their jobs.

They watched his crass insensitivity open-mouthed and he still didn’t notice.

And, not doubt, senior managers later complained of negativity and cynicism and were surprised when employees did not want to uproot their entire families to stay with the company. They all knew people who had done that before only to be made redundant months later.    

I’m not suggesting all senior managers are so inept. But I do think that it can be very easy for extremely senior people to lose touch with the vast majority and, as a result, completely ignore their needs.





Change doesn't 'have to be so difficult.