Organizations need to make changes from time to time in order to survive in a competitive market. Things keep changing and if they do not keep up with them, it is highly likely they will be lagging behind in a fast-paced industry. It could be they are adapting to a new technology application or new ways of doing things.
Regardless of the kind of change is made, if it is of benefit to the organization, it has to be successful. In spite of this, you will find that some managers tend to lose in the fight.
They have Low Tolerance
When changes are being implemented, it’s easy for the staff to make mistakes and be resistance. They are afraid of change which comes with many challenges. Implementing a change may fail when the manager or leadership have a low tolerance. Instead of encouraging and supporting the employees, they engage in active resistance.
They Just Make Decisions
The work of a leader or a manager is not to just make decisions. If this is the case, they will be instructing the employees on how to change but they will never change anything themselves. If the change is within the organization, everyone has to change
They Don’t Offer Support
For organizational changes to be successful, the leadership has to support its employees. Most changes will require various resources. It would be disappointing for desirable changes to fail due to lack of resources or support from the management. No matter how challenging the process is, the leadership should be involved in every step of the way and should offer much-needed support.
They Don’t See Change as Continuous
This is a huge mistake that most leaders make. Change is not something that happens once and that is the end of it or it becomes a success. Some see it like an event or an activity that takes place once then it ends. Change is continuous and when it is seen as such, it will be successful.
When there are organizational changes that need to be done, the management has to be involved otherwise the process will not be a success. The change process will fail if there is no support from the management, leaders see the changes as something others should do, change is seen as an event and there is low tolerance for mistakes.