Change…Why Bother? One of the reasons why many change management efforts fail is that the process is often misunderstood—leading to solutions that exacerbate rather than solve problems. Until change management is viewed as a continual process requiring commitment, learning, and understanding, it will be difficult for managers to lead their organizations into the future. 7 fallacies that result in failure to bring about change are:
Procrastination: We all have a tendency to postpone the difficult or uncomfortable. Unless you create a sense of urgency, there’s always time to think about change tomorrow.
Lack of motivation: Unless the personal benefits are clear, most people will decide that change isn’t worth the effort.
Fear of failure: If change requires learning a new skill, it may be avoided simply because we are not emotionally ready to deal with a potential setback.
Fear of the unknown: What we don’t know frightens us. The very thought of leaving our comfort zone and facing uncertainty creates enough anxiety and paralysis to avoid change. People are more comfortable with the known — even if it is not functioning well.
Fear of loss: We all worry that a new way of doing things may reduce our job security, power, or status.
Dislike of the initiators of change: It is much more difficult to accept change when we lack confidence in or distrust the people initiating the effort.
Lack of communication: If we do not understand why change is required, misunderstand the initiator’s intent, or receive our information in bits and pieces, we are more likely to resist it.
Do Your Folks subscribe to a Change…Why Bother Philosophy?