Why is it that 70% of change initiatives fail?  Because people are involved.  People are messy, resistant to change, and don’t like to be told what to do.  If there were no people involved, I am sure that number would drop exponentially.  Then again, we wouldn’t be involved either so we probably wouldn’t be measuring the success rate and this would all be moot.

No matter if it’s a large change or a small change, the key to dropping that percentage and ensuring success lies in how well you monitor what is going on.  We can’t just throw it out there and hope that the change will take.  HOPE IS NOT A STRATEGY!   Here what I do to keep the life in my change initiative.

Communicate it.  Be clear on EXACTLY what the expectation is for what needs to be done.  If you think you’ve communicated it enough, communicate it some more.  Communication is the bread of the sandwich of change….it keeps it all together and from falling apart.  You can even get crazy with this and make up a change rap (I’ve never done this but would think it would be awesome (if I could rhyme)).

Follow Up.  Although I do believe that people generally gravitate towards the expectations given to them, change requires follow up.  Many times, you get what you INSPECT not what you EXPECT.  Check in with team members on a continual basis to see how it’s going and if anything needs to be tweaked.   Don’t micromanage.  You don’t need to be in their knickers every minute of the day because you’re insecure about what their doing.  Just check in and check up (then go back to your desk and play solitaire).

Follow Through.  Don’t leave a change hanging.  I’ve seen too many changes that are started, left hanging, and then another change comes and usurps the energy that was needed to finish the last change.  People are left hanging (wondering what happened to the last change) and then become resistant FROM all the changes versus to the new change itself.  Close it up.  If it the change died on the vine, let people know.  If it was a success, let people know.   If you abandoned it because you realized it was the dumbest idea ever, let people know (sugar coat that one because most will be pissed for having them waste their time on something you didn’t think out well…but, hey, it happens).

Yes, people are messy.  And, yes, organizations are full of people.  THAT MEANS that  organizations are messy places.  You can have the best plans, procedures and policies for your change initiative but, because people are involved, everything can go to “hell in a hand basket” quickly because people are involved.  Keep up with your people and the change continually if you want to see it succeed.