Organizations Don't Change

Let's face it... changes rarely happen the way we want. Change hits us when we aren't expecting and the journey of change has more twists and turns than we can predict. Change challenges our sense of control, especially from a Western mindset (other cultures don't have such a prominent illusion of control). And this is true for both individual and organizational change. It's just tough to change well. One training firm that specializes in change management has even said, "Organizations don't change." More about that later.

I was recently speaking with a non-profit leader about a major change in their grant application process. Her organization grants to 40 smaller non-profits in their metro area and would be switching soon to an outcome-based competitive application process as opposed to their traditional ongoing funding model. After explaining some of the basics of change management, I asked her, "How many of your partners do you expect to successfully make this change?" Her response, "All of them." 

Wrong. With over 40 non-profits experiencing such a major shift in process there is absolutely no way all of them will make the change successfully. Research and personal experience teaches us that change comes with a cost. Prosci, a leading research and training organization in the field of change management says that without good change management, you can expect about a 16% rate of success for any major organizational change. The good news is that with some training and attention, that rate of success can reach 80% through good change management.  With excellent change execution research has shown a 95% success rate is possible.

So how's it done? Prosci recommends addressing five aspects of change: awareness, desire, knowledge, ability, and reinforcement.  Their "ADKAR" model is based on researching over 600 organizations across more than 60 countries. The five areas of ADKAR do not progress in a linear path, however each one must be addressed in time if you want the change to last. Using a combination of several change activities like coaching, communications, and resistance management, leaders and teams can help organizations successfully move from here to there. And the Prosci model is not only useful for corporate change, it's also useful in your personal life and community. I've used it to help my family and my church make major changes. In fact, Prosci declares, "Organizations don't change. People change." To lead change well we need to think about moving individuals through the change process with a structured approach. Organizational change is only as successful as the sum total of the team members who can weather the change and thrive in the new way of doing things. To make change work, focus on the people.

What do you think? Share your story about managing change.