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What is the Biggest Challenge of Change Management?

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Vizions In Motion - Biggest Change Management Challenges

Change management challenges are easy to identify but difficult to mitigate.  Everyone recognizes the need for change but slow to adopt and support the change.

Change happens every minute of every day whether we want it to or not.  And, how a company responds to the change will dictate how well that company grows and survives in this changing universe.

The Need for Change

Change management challenges come from every angle and direction.  Factors internal and external to a company can necessitate the need for change.  However, the very factors that necessitate the change can also become the challenge to those needed changes:

  • Customers
  • Technology
  • Employees
  • Industry
  • Processes
  • Competing companies

New technology capabilities are rolled out daily.  Old software and hardware are no longer compatible with new systems and processes.  Competitors want to be two steps ahead of their competition.  Industry regulators are updating expectations daily.  Customers are demanding improved products and services.  Employees face redundancies, bottlenecks, and overlap.  Outdated processes need to be streamlined.  Business rules must be updated and realigned.

But which is the biggest of all change management challenges?

Biggest Change Management Challenges

One of the biggest change management challenge is the human aspect within a company.  Technologies changes can be seamlessly implemented with adequate skill and knowledge of the technology.  Business rules and processes can be successfully validated and modified.

But, human beings resist change.  Even worse, people refuse to implement or support the change.  Employees may complain and demand change.  However when it is time for change, they change can consciously or subconsciously create blockades to prevent the change.

Roll With It or Be Left Behind

Employees may fear that they will not be able to learn or adapt to the change.  For some senior employees, they do not want to start on even footing with the lower ranks.  Despite all the complaining, they felt comfortable with the “old”.

However, resisting the change may be creating the very scenario that employees fear the most.  The change will occur and the two choices are to move forward with it or become obsolete by it.

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About the Author

Vizions In MotionAn advocate for clients operate and deliver to their full potential by incorporating business architecture, solution design, strategic planning and change management.View all posts by Vizions In Motion

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