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Corporate Change Change in any context can be difficult, but as difficult as it may be for individuals to change, corporate change is exponentially more so. Part of the reason why so few corporate change initiatives fail is that people often miss this crucial point. Bracing themselves for what lies ahead, they assemble the resources - the time, money, and effort - that would be appropriate to implement a bunch of individual changes. All too often, these resources are woefully inadequate. The example we like to use is a marching band. If I asked you to form a letter of the alphabet using your body in some way, you could implement that in a few seconds - forming a T with your hands or an O with your fingers, for example. But if I were to tell 100 to form a letter on a field like a marching band, it would typically take them an hour or more. Why? Well, groups need to establish leadership and communication systems before anything can be decided, much less executed. It's this missing ability for internal coordination that makes managing corporate change so much more difficult. For more information about creating this infrastructure, check out our free tutorial on engineering organizational change (#2). (These online video tutorials are quite good; check out the sample video provided here.) To get immediate access to this tutorial and more, use the form at the top right of this page to register for our Change Management Library.
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