Why Change Initiatives Fail: Position Power vs. Network Power

(This is part 1 in a 5-part series on why change initiatives fail.)   Throughout the years, researchers have discovered that 70% of organizational change initiatives fail.  One of the primary reasons cited is the ambiguity associated with making "change."  Qualitative metrics are often ignored.  Aligning the outcomes with economic realities are often over-emphasized.  Human fears … Continue reading Why Change Initiatives Fail: Position Power vs. Network Power

Workplace Flexibility: Why It’s More Than Just Flexible Hours

When most people think of "flexibility," we usually think about physical flexibility.  In contrast, flex in the workplace is often synonymous with temporal (or time-based) flexibility -- in other words, flex-time, compressed work weeks, or telecommuting.  But neither one of these definitions encompasses the full range of flexible options that employers can and should offer their workers -- especially … Continue reading Workplace Flexibility: Why It’s More Than Just Flexible Hours

5 Reasons Why 70% of Change Initiatives Fail: After 60 Years, We Still Don’t Get It

Change management has been around for a long time...so you'd think we'd finally get it right.  But, unfortunately, studies have consistently found that 70% of change initiatives ultimately fail to achieve their desired results. That means that the tumultuous work environment and emotional/physical toll on workers resulted in the status quo rather than the idealized … Continue reading 5 Reasons Why 70% of Change Initiatives Fail: After 60 Years, We Still Don’t Get It

Understanding the “Why” Is More Important Than Understanding “How Much”

What's your number?  In business, organizational leaders rely on the financial and quantitative metrics that reveal how they've done in the recent or not so recent past.  Skilled analysts can then parse the data to reveal trends that can benefit or hurt the company's profitability and sustainability. Numbers matter. But do you rely exclusively on … Continue reading Understanding the “Why” Is More Important Than Understanding “How Much”

The No Man’s Land of Change: The Paradox of Change and Stability

  If you're the leader of a change initiative, you're probably energized at its potential outcomes -- but if you're the target of organizational change, you're probably terrified at the unknown future that it will bring. So, how do you create change while still addressing the very human fear of the unknown future?  In other … Continue reading The No Man’s Land of Change: The Paradox of Change and Stability