{"id":19356,"date":"2016-11-28T20:34:14","date_gmt":"2016-11-29T01:34:14","guid":{"rendered":"https:\/\/briandoddonleadership.com\/?p=19356"},"modified":"2016-11-28T20:34:14","modified_gmt":"2016-11-29T01:34:14","slug":"5-barriers-preventing-organizational-change","status":"publish","type":"post","link":"https:\/\/briandoddonleadership.com\/2016\/11\/28\/5-barriers-preventing-organizational-change\/","title":{"rendered":"5 Barriers Preventing Organizational Change"},"content":{"rendered":"<p><a href=\"http:\/\/magbookkeeping.com\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-14558 size-full\" src=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2014\/06\/magbk_300x280.jpeg?resize=300%2C280&ssl=1\" alt=\"magbk_300x280\" width=\"300\" height=\"280\" \/><\/a><\/p>\n<p><em><strong>“Communicating change by email, for instance, is a big no-no.”<\/strong><\/em> – Bryan Miles<\/p>\n<p>No one likes change but a baby. \u00a0So therefore, navigating change in your organization is a skill all successful leaders must master. \u00a0This is why I want to share with you the thoughts of <a href=\"http:\/\/magbookkeeping.com\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">MAG Bookkeeping’s<\/a> owner and CEO Bryan Miles on the topic. \u00a0MAG Bookkeeping helps both churches and businesses with virtual bookkeeping assistance. \u00a0 I cannot recommend this organization enough. \u00a0They do amazing work and Bryan is an incredible. \u00a0Check out his thoughts below:<\/p>\n<p>My wife Shannon and I have lead our team through some exciting evolutions since we started our company back in 2010. Many of our changes have happened organically as we have grown, but others have been intentional changes spurred by big dreams.<\/p>\n<p>We are in the midst of a big change now<i>\u00a0(more on that later)<\/i>, and while any kind of change is hard,<b>\u00a0intentional change is the hardest<\/b>. In fact, some experts say that\u00a0<a href=\"https:\/\/play.google.com\/store\/books\/details?id=8jjZc6OX3O0C&source=productsearch&utm_source=HA_Desktop_US&utm_medium=SEM&utm_campaign=PLA&pcampaignid=MKTAD0930BO1&gclid=CIGJ6NOH-88CFUFYMgodoJQBQw&gclsrc=ds\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">70% of these kinds of change initiatives fail<\/a>.<\/p>\n<p>I know of only two ways to avoid failure (1) keep climbing, no matter what (2) avoid common pitfalls. I can\u2019t help other leaders with the first one, but I\u2019ll share what I\u2019ve learned about the second.<\/p>\n<p>Here are 5 common barriers that will hijack your company\u2019s ability to see organizational change.<\/p>\n<ul>\n<li><b>A Company Culture That Doesn\u2019t Support Change<\/b><br \/>\nAs leaders, we need to create a culture that allows anyone to initiate change, beta-test and suggest solutions. If we create a culture that values hierarchy and routine over innovation, chances are change isn\u2019t going to stick. A culture that allows anyone to effect change is more open to change and\u00a0<i>actually quite a bit more innovative<\/i>.<\/li>\n<li><b>Lack of Planning for Shifting Sands<\/b><br \/>\nLasting change is about more than operational changes and new org charts.\u00a0<i>Planned changes affect our people<\/i>. It\u2019s important to take into account the emotional response to change. We have to plan for, and take the time to listen to our team as they process changes \u2026 and have the tough conversations where needed to level-set expectations. Otherwise, we risk a growing resentment from our team.<\/li>\n<li><b>No Feedback Loop\u00a0<\/b><br \/>\nAt some point, you have to make decisions \u2026 however, the more you can involve your employees in a change initiative, the more likely it is to stick. Even the most loyal team members can get turned off when they feel their input isn\u2019t valued. Create a feedback loop to allow employees to feel involved in the process. This also allows us a chance as leaders to provide more information and resources supporting change.<\/li>\n<li><b>No Awareness of Current State<\/b><br \/>\nThis is a big one. It\u2019s impossible to make big change stick without a current health assessment of your organization. If your team suffers from a lack of morale, inspiration or work-overload, you must first understand and address those problems before rolling out a big change. If you don\u2019t do this, expect a hot mess.<\/li>\n<li><b>A Narrow Communication Plan<\/b><b><br \/>\n<\/b>How you debut an organizational change is key. Communicating change by email, for instance, is a big no-no. Communicating big change has to allow for discussion. Your people will want to understand\u00a0<i>why<\/i>\u00a0a change is being made. Make a point to share key information about what\u2019s driving the change, ideally in person. The more they know, the less they will fear \u2026 and the easier it is for them to hop on board.<\/li>\n<\/ul>\n<p>Do you see the common thread? Organizational change is about more than a step-by-step process\u2026\u00a0<b>it\u2019s about our team<\/b>.\u00a0<b>It\u2019s about our people.<\/b>\u00a0Leaders must lead with both confidence\u00a0<i>and\u00a0<\/i>empathy.<\/p>\n<p>Thoughts? Let me know on Twitter \u2013\u00a0<a href=\"https:\/\/twitter.com\/bryanmiles\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">@bryanmiles<\/a><\/p>\n<p><a href=\"http:\/\/briandoddonleadership.us4.list-manage.com\/subscribe?u=8cf82b4fe8b977ced00f17537&id=9cf0d32f3b\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-18442 size-medium\" src=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2016\/07\/1269.png?resize=250%2C300&ssl=1\" alt=\"1269\" width=\"250\" height=\"300\" \/><\/a><\/p>\n<p>Click\u00a0<a href=\"http:\/\/briandoddonleadership.us4.list-manage.com\/subscribe?u=8cf82b4fe8b977ced00f17537&id=9cf0d32f3b\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">HERE<\/a>\u00a0or on the image to the left and as a free gift for subscribing to this site, you can receive\u00a0my new Ebook\u00a0<a href=\"http:\/\/briandoddonleadership.us4.list-manage.com\/subscribe?u=8cf82b4fe8b977ced00f17537&id=9cf0d32f3b\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em><strong>1269 Leadership Quotes: Timeless Truths From 2016\u2019s Top Christian Leadership Conferences<\/strong><\/em><\/a>. \u00a0Featured are the Johnny Hunt Mens Conference, ReThink Leadership, Orange and Leadercast Conferences among others. \u00a0If applied, these insights will make you an exponentially better leader. \u00a0Enjoy!!!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>“Communicating change by email, for instance, is a big no-no.” – Bryan Miles No one likes change but a baby. \u00a0So therefore, navigating change in your organization is a skill all successful leaders must master. \u00a0This is why I want to share with you the thoughts of MAG Bookkeeping’s owner and CEO Bryan Miles on […]<\/p>\n","protected":false},"author":1,"featured_media":14558,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"nf_dc_page":"","iawp_total_views":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[746],"tags":[68],"class_list":["post-19356","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","tag-business"],"acf":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2014\/06\/magbk_300x280.jpeg?fit=300%2C280&ssl=1","jetpack-related-posts":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/19356","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/comments?post=19356"}],"version-history":[{"count":1,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/19356\/revisions"}],"predecessor-version":[{"id":19357,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/19356\/revisions\/19357"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/media\/14558"}],"wp:attachment":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/media?parent=19356"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/categories?post=19356"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/tags?post=19356"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}