Change initiatives fail first because of lack of clearly defined milestones and objectives
Change is a good thing. Companies that can drive changes successfully are the ones that are most likely to be sustainable. Now not all initiatives of transformation are successful. Organizational change initiatives have a spotty record: 50 to 70% of those are plain failures. To become one of the 30% winners and reach new levels of performances, the company needs to focus on two core factors:
- Clearly define the milestones and objectives of transformation to gauge progress;
- Involves all levels of the company, especially seek senior management commitment.
Without those, as emphasized by The Economist: A change for the better, Steps for successful business transformation (2008) change initiatives within companies face great challenges and high risk of failures.
BCG advocates a comprehensive approach to build superior and lasting change capabilities based on four pillars: exemplary execution, sponsorship & clear governance, strong management and a committed organization.
The last 10% is 90% of the work.
[Oprah Winfrey said in one of the interview she was giving :]
"There’s a wonderful phrase by Maya Angelou, from a poem that she wrote called “To our grandmothers”, that she says:
“I come as one, but I stand as ten thousand.”
So when I walk into a room, particularly before I have something really challenging to do, or I’m going to be in a circumstance where I feel I’m going to be you know, up against some difficulties. I will literally sit, and I will call on the 10,000."
Note : the actual phrase in the poem is : "I go forth along, and stand as ten thousand."
It is a mistake to hire huge numbers of people to get a complicated job done. Numbers will never compensate for talent in getting the right answer (two people who don't know something are no better than one), will tend to slow down progress, and will make the task incredibly expensive.
The Brook's law states that when a person is added to a project team, and the project is already late, the project time is longer, rather than shorter. Brooks’ law is recognized as applicable to any complex endeavor involving lots of people interacting together, not just software engineering.
The results (ed. of the study): only 1 percent of the executives said managers should bother showing employees that their work makes a difference. If anything, many companies try to explain the value our work will have in our own lives, the benefits we will reap if we hit a goal, as opposed to the benefit that others will derive.
But remember our biology we are more inspired and motivated when we know we are helping biologically others.