|Cause of Failure
||Steps to Successful Change Management
|Allowing too much complacency
||Establishing a sense of urgency
- Remember C=abd>x
- Examining market and competitive realities
- Identifying and discussing crises, potential crises, or major opportunities
|Failing to create an appropriate structure for change
||Forming a powerful guiding coalition (and attending to roles)
- Attending to appropriate roles for change
- Assembling a group with enough power to lead change
- Encouraging the group to work together as a team
|Underestimating the power of vision
||Creating a vision.
Developing a vision to guide the change effort, and strategies for achieving the vision.
|Under communicating the vision
||Communicating the vision.
- Use every vehicle possible to communicate the new vision and strategies.
- Modeling new behaviors by example; being the change; purposing leadership.
|Permitting obstacles to block the new vision
||Empowering others to act on the vision.
- Identifying and getting rid of obstacles to change
- Changing systems or structures that undermine the vision
- encouraging risk taking and nontraditional ideas, activities, and actions.
|Failing to create short-term wins
||Planning for and creating short-term wins
- Planning for visible performance improvements
- Creating those improvements
- Visibly recognizing and rewarding employees who made the wins possible.
|Declaring victory too soon
||Consolidating improvements and producing more change
- Using increased credibility to change systems, structures, and policies that don’t fit the vision.
- Hiring, promoting, and developing employees who can implement the vision
- Reinvigorating the process with new projects, themes, and change agents.
|Neglecting to anchor the changes firmly in corporate culture
||Institutionalizing new approaches
- Creating better performance through customer- and productivity-oriented behavior, more and better leadership, and more effective management
- Articulating the connections between new behaviors and organizational success
- Developing means to ensure leadership development and succession.