Why Change is Hard | Innovation, Change and Digital Transformation

In 250 Words or Less

When we think about change, often we look at it as being done to us, not something that we are part of. Initiating change is a scary, overwhelming process that we often avoid because we lack the tools to accumulate buy-in and successfully plan and execute the change in the face of the following obstacles/barriers:

This leads to inaction and preservation of the status quo until the pain becomes too much to bear, or the promise of the change becomes so enticing, that people are willing to drop their resistance and begin engaging in the activities necessary to realize the intended outcomes of the change.

Organizations must identify up-front not only why people may resist, but also who will likely resist. Some of the typical reasons why people will resist include:

Finally, change is hard because even if you idedntify and overcome the resistance/obstacles/barriers, hiding below the surface is the even more daunting prospect that according to a 2009 ProSci study, 73% of organizations are at or near change saturation — the point at which organizations are incapable of absorbing additional change.

SPECIAL BONUS

One tool I created for the Change Planning Toolkit™ that will assist you in creating a stronger change strategy and more targeted communications as you lower resistance and get people to choose change are the Eight Change Mindsets:

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About Braden Kelley

Braden Kelley is a Human-Centered Design, Innovation and Transformation consultant, a popular