Failure to change is change itself...look at the details around success.

1. THE HUMAN ELEMENT
When Change Fails

2. 95% of the population worries about change.
The remaining 5% are managers who wish to implement
change.
Workers
Managers

3. The success or failure of a change
initiative isn’t with the people
involved, it’s with the people in charge.
90% of leaders say
employee engagement
impacts the success of
organizational initiatives.
25% of leaders have an
employee engagement
strategy or plan.

5. The percentage of participants who
reported being near or past the point of
change saturation increased from 59% in
2007 to 66% in 2009 to 73% in 2011.
When asked what was being done to
address saturation and collision, the top
response by participants was “nothing” –
that the organization was not taking steps
to address saturation and collision.
-- Prosci

6. What are we managing?
• Project Management
• Defining, planning, implementing a change
• Change Management
• Managing the people side of that change
• Program Management
• Managing change across geographies
• Portfolio Management
• Managing change across the organization

8. Signs of resistance
• Endless nit-picking or focus on style rather than content (I don’t
like the color, font, that should be a semi-colon, not a comma)
• Endless word-smithing or argumentativeness over how content
is worded, as a matter of opinion rather than fact or actual need
• Debates on methodology
• Asking for countless, additional analysis or information
• Changing the subject
• Missing meetings
• Not following through on commitments
• Providing irrelevant or excessive information
• Raising “theoretical” issues or unanswerable questions
• Unreasonable demands or expectations for information

9. Signs of resistance or indifference from
leadership
• “Everything is fine” is the only acceptable answer when asked
for project status
• “Everything is a disaster” is the only other acceptable answer
when asked for project status
• Degrees of problems, disagreements, conflict, or resistance is
normal – and even healthy – true leadership expects to hear
this and contribute to solutions, not ignore it or create an
atmosphere where there isn’t any room to resolve issues

10. The enemy is a very
good teacher.
The Dalai Lama
It is not
change that
people
resist, it is
us. I don’t
like the
thought that
someone else is
having a
meeting
deciding how I
ought to be
transformed.
Peter Block
When you hear people say that change
is hard because people are lazy or
resistant, that’s just flat wrong.
In fact, the opposite is true:
Change is hard because people wear
themselves out.
What looks like laziness is often
exhaustion.
Dan Heath & Chip Heath