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Myspace was a cultural phenomenon. The company was founded in 2003 by Tom Anderson and Chris De Wolfe. At the time, Myspace was growing faster than Google and Yahoo. In 2005, Rupert Murdoch, chairman of News Corp, acquired it for $580 million. In 2010, Myspace's golden age halted abruptly. News Corp sold the flailing company for a mere $35 million, laying off half of Myspace’s 500 workers.
Myspace's downfall is an example of poor corporate change management efforts. The lesson was clear: change, if not managed well, can lead to catastrophic failures.
Let's take a look at three change management challenges you need to consider in change management.
Research suggests that almost 75% of organizational change management efforts fail to meet set objectives. While external factors like regulations, competition, and technology have a huge impact on change plans, program leaders need to consider the impact of workplace culture when attempting to implement corporate change. To back this claim, a study by Bain revealed that most business leaders believe that their most difficult struggles are related to their organizations internally, not externally.
Leaders must strongly consider the processes in place and understand employee attitudes about the change. Failure to do so may bungle the transition due to team resistance. When you convince the people to change how they get things done, the change initiative stands a better chance of succeeding.
Microsoft transformed from a traditional corporate structure into an agile environment one by implementing a change process focused on employee engagement and understanding cultural diversity. The resulting collaborative environment helped employees to feel comfortable with the changes being implemented.
The pandemic threw the world into a management crisis. Businesses spent 2020 reacting to unexpected changes. In 2021, things stabilized a bit, and in 2022, companies were ready to reset. But now, in 2023, a general level of change saturation is threatening to jeopardize business success.
According to a recent Prosci Management research report, change saturation impacted more than 73% of respondents. They claimed that their companies are experiencing more change than they can handle.
If a change process has many competing and overlapping objectives, it can lead to burnout in those affected most. Change oversaturation can also cause projects to suffer from a lack of resources, poor results delivery, missed deadlines, scheduling conflicts, and insufficient buy-in from executives.
To mitigate change oversaturation, project leaders must prioritize change initiatives in order of importance.
Another challenge is setting and sticking to clear and attainable goals. If you don’t measure your outcomes, there is no way of telling if the change was successful. A research project indicates that measuring compliance can positively affect achieving goals and improving overall performance.
Recently, participants in a study were asked whether they measured compliance with change and their overall performance in achieving project objectives. 63% agreed with the statement. 76% of those who measured compliance said they successfully achieved their objectives.
Imagine a company adopting a new CRM to improve customer experience. The company must set specific, attainable goals like higher conversion rates and improved sales pipeline visibility. After the CRM’s implementation, the company should evaluate the effectiveness of the change by tracking metrics.
Even the most accomplished change leaders will likely make a few mistakes along the way. But change management doesn’t always have to be scary. By understanding these common challenges, you can prepare in advance and implement measures for success.
Myspace was a cultural phenomenon. The company was founded in 2003 by Tom Anderson and Chris De Wolfe. At the time, Myspace was growing faster than Google and Yahoo. In 2005, Rupert Murdoch, chairman of News Corp, acquired it for $580 million. In 2010, Myspace's golden age halted abruptly. News Corp sold the flailing company for a mere $35 million, laying off half of Myspace’s 500 workers.
Myspace's downfall is an example of poor corporate change management efforts. The lesson was clear: change, if not managed well, can lead to catastrophic failures.
Let's take a look at three change management challenges you need to consider in change management.
Research suggests that almost 75% of organizational change management efforts fail to meet set objectives. While external factors like regulations, competition, and technology have a huge impact on change plans, program leaders need to consider the impact of workplace culture when attempting to implement corporate change. To back this claim, a study by Bain revealed that most business leaders believe that their most difficult struggles are related to their organizations internally, not externally.
Leaders must strongly consider the processes in place and understand employee attitudes about the change. Failure to do so may bungle the transition due to team resistance. When you convince the people to change how they get things done, the change initiative stands a better chance of succeeding.
Microsoft transformed from a traditional corporate structure into an agile environment one by implementing a change process focused on employee engagement and understanding cultural diversity. The resulting collaborative environment helped employees to feel comfortable with the changes being implemented.
The pandemic threw the world into a management crisis. Businesses spent 2020 reacting to unexpected changes. In 2021, things stabilized a bit, and in 2022, companies were ready to reset. But now, in 2023, a general level of change saturation is threatening to jeopardize business success.
According to a recent Prosci Management research report, change saturation impacted more than 73% of respondents. They claimed that their companies are experiencing more change than they can handle.
If a change process has many competing and overlapping objectives, it can lead to burnout in those affected most. Change oversaturation can also cause projects to suffer from a lack of resources, poor results delivery, missed deadlines, scheduling conflicts, and insufficient buy-in from executives.
To mitigate change oversaturation, project leaders must prioritize change initiatives in order of importance.
Another challenge is setting and sticking to clear and attainable goals. If you don’t measure your outcomes, there is no way of telling if the change was successful. A research project indicates that measuring compliance can positively affect achieving goals and improving overall performance.
Recently, participants in a study were asked whether they measured compliance with change and their overall performance in achieving project objectives. 63% agreed with the statement. 76% of those who measured compliance said they successfully achieved their objectives.
Imagine a company adopting a new CRM to improve customer experience. The company must set specific, attainable goals like higher conversion rates and improved sales pipeline visibility. After the CRM’s implementation, the company should evaluate the effectiveness of the change by tracking metrics.
Even the most accomplished change leaders will likely make a few mistakes along the way. But change management doesn’t always have to be scary. By understanding these common challenges, you can prepare in advance and implement measures for success.
