Don’t let change be the cause of your failure

“Change is the only constant in life” according to Greek philosopher Heralitus. But if 70% of change programmes cannot achieve their full aims and outcomes–what are you doing to ensure you are in the successful 30%?

When the UK ground to a halt in March 2020, organisations were forced to go through an immediate and dramatic change in work style for the business to survive.

Remote working became the norm overnight as businesses scrambled to keep their heads above the water. Several months later, the lucky ones have become pretty good at surviving.

But surviving is not thriving.

Now we are on the cusp of the next change with millions of Britons now working from home at least part of the time, if not full-time.

The media is currently flooded with speculation and opinions on what the best strategy is for structuring your new work style.

The decision on ‘what’ to do is ultimately up to you–and one I believe should be unique to your organisation’s specific needs.
The indisputable fact, however, is that regardless of what new working strategy you adopt, it is going to require another evolution of your organisation’s culture and operations to make it work.

Unfortunately that means more change, when most employees are suffering from change-fatigue!

‘How’ you do it will make all the difference. Luckily failure of change programmes has remained consistent, so it provides a good basis on what to address as a priority.

The top five reasons change programmes fail have remained frighteningly consistent for the past five years:

  • Lack of executive sponsorship and commitment
  • Unclear objectives for what the programme is trying to achieve
  • Poor planning and programmes which do not have the right resources
  • The technology changed, but the culture didn’t
  • Initiative overload

But the fact that these haven’t changed in five years proves that simply knowing what the problem is does not guarantee you will avoid it.

At Westbrook we specialise in Change Management – the ‘why’s’, the ‘what’s’ and – most importantly, the ‘how’s’.

Achieving a thriving hybrid working model is about business and technology working together to re-imagine the operational process.

Make sure you choose a partner who can help you with both.

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