Whether we want it to happen or not, we will be faced with many types of changes.
Change is inevitable.  As a leader it’s up to us to minimize rates of failure and help others understand and accept why the change is happening.

Studies show that 50 – 75% of change results in failure, either initially (it is not successfully launched), or that it does not sustain itself due to lack of buy-in across the organization.

Dr. Britt Andreatti writes about how our brains must be harnessed to help us drive and thrive through change, and has identified 5 types of change in the workplace.

5 Types Of Change – excerpts from WIRED TO RESIST

1.    Strategic: How the organization will fulfill its mission

2.    Structural: The organization’s internal set-up

3.    Process: How the organization maximizes productivity and workflow

4.    Talent: Maximizing employee skill and performance

5.    Cultural: Shifting attitudes, values, and behaviors

It’s probably no surprise that the ability to change the mind-set of our people is the most difficult. If we don’t get them onboard, and if they do not support the new vision and core values (or perhaps don’t understand or know HOW to support it), success is unlikely.

Dr. Andreatta feels there are 4 key factors that influence success rates. They are:
Disruption, Acclimation, Choice, Desire

She also shares that as leaders we need to assess the amount of disruption and the time required for acclimation and categorizes them as:
ORANGE: A lot of effort but over quickly
GREEN:    Little effort and over quickly
YELLOW: Little effort over a long period
RED:        A lot of effort over a long period

Take time to review the level of disruption for the changes you must lead through as this will help with realistic time expectations for acceptance. Equally important is assessing if the change was a choice or a mandate, and whether it was viewed as desirable.

Dr. Andreatta states that humans are “biologically wired to resist change“, and as leaders we MUST acknowledge and manage the emotions of the change curve (shock, denial, anger and fear) before we can expect acceptance and commitment.

What are your tips for having changes in your organization embraced versus resisted?


Mike and Jan

When the winds of change blow, some people build walls and others build windmills.
– Chinese Proverb