- Change can be hard, even painful, and afterward, we may look back and say to ourselves why didn't we do that? Or if only we'd thought of this. So let's look at some common change management mistakes and what you can do to avoid them. One of the biggest reasons change fails is because it's not compelling enough. To get people to change, they need a good reason to do so and it needs to be clear, valid, and desirable. Ask yourself, why does this change need to happen? What are the underlying causes for it? And how can I summarize this clearly to others? Change is often necessary to ensure future success. Despite this, people can still be resistant to it because they fear it and don't fully understand why it needs to happen. Leaders need to demonstrate that they are wholeheartedly behind the change by "walking the talk" and framing it as a requirement, not an option. Excellent communication is a must. If leaders talk about change in a negative way or instructions are unclear or even absent, people will lose motivation and interest. So make sure the reason for the change and how you plan to execute it are communicated regularly and clearly. Leaders are essential during a change process, but so are many other people across the organization, so don't forget about them. Otherwise, you could end up creating an "Us versus Them" mindset. Identify the people who will be most affected by the change, as well as those who are best placed to be your change champions. Combine these forces to get everyone on board. Often change fails because of poor planning. Things like resources, funding, deadlines. So make sure you consider all of these things and draw up a detailed plan of action that will get you where you need to be. Change projects often attract lots of buzz and attention upfront, but if success takes too long, people soon get kind of, well, bored. So be sure to factor in some quick wins early on to keep motivation and momentum high. And don't get lazy, even if you've already achieved some of your quick wins you still need to push forward and get yourself across that finish line. Think about what you need to do next before you can declare victory and consider what you can do to motivate people and keep them committed to the project's success. There's no doubt about it, change can be a difficult and tricky process but when you are aware of some of the common reasons why it fails, you'll be in a much better place to tackle these challenges head on. For change to succeed it needs to be compelling, clear and motivating, it needs to be supported by a robust plan of action that involves the right people, and it needs to include some quick wins, as well as follow through to keep everyone going right through to the end. © Mind Tools Ltd