- Don’t bother to create a vision. Any old idea will do!
- Don’t share the vision. Your folks are smart, they’ll figure it out!
- Don’t establish an accountable and empowered change management team, someone will pick up the slack.
- Don’t educate your leadership team on the change nor their role in the change. Let them work on a need-to-know basis.
- Don’t train your employees, the less they know the better.
- Don’t empower your people, someone will make it happen.
- Don’t worry about external communication, let the change itself be your communication tool!
- Multiple communication channels are not important, they might think you’re spamming them…
- Don’t gain stakeholder input or buy-in. Why gain buy-in when you can just tell them what to do?
- Don’t worry about feedback, corrective action is not important.
- Don’t celebrate short term wins, momentum isn’t important–it’ll all work out in the end.
- Don’t wait for results, change for the sake of change is good.
- Don’t worry about a tactical plan, it’s not important to institutionalize the change.
- Move slowly, a sense of urgency never helps.
- Don’t do your homework, external market conditions matter less than your gut instinct or your view of the world.
Fifteen Ways To Mis-Manage Change
November 12, 2009 by Valerie Dennis
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Brilliant! It’s so easy yet so right. Don’t forget to demonstrate successes of your staff so others will want to join!
15 very accurate points, seen time and time again. But also 15 points that a very hard to avoid as they are not simple as they read. I think to be a change agent takes leadership, and quite often organisation try to manage change through action plans and little leadership.
Chris Streete Director of Presales EMEA
This is so unbelievably accurate and common! As Chris has noted above, they are not as simple as they read, but a change effort is not worth it without all of them. In other words, the effort will be well spent! I have some great stories that relate to each of the 15 points.