Changefirst research shows 48% of people feel overwhelmed by organizational change

Posted by Audra Proctor on Jul 5, 2018

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The idea that people can be overwhelmed by the number, complexity and velocity of change programs is not a new one.

However, our data strongly suggests that people continue to be overwhelmed by the sheer cumulative demand and speed of change. This is affirmed by the results from our Change Demand Assessment analysis recently published in our Power of Data report highlights 2018 – where almost half - 48% - of people, across different industries, feel that their organization is overwhelmed by too much change and lack the focus to get business critical projects delivered in a sustainable way.

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The Power of Data report 2018 is based on data from over 45,000 change practitioners and 700,000 data points in the Changefirst global database.

 So what can change leaders do to address the situation? 3 practical recommendations.

  1. Change leaders need to develop an employee perspective on change

Organizations can’t deliver change if people don’t change. So it’s important that leaders understand how employees tend to see the demand for change – which often differs markedly from their own.

Sponsors tend to see the demand for change as the individual programs they the initiate initiate. While employees, on the other hand, tend to see it as the total number of the changes they face in the workplace. These changes might be initiated by a combination of sponsors, middle managers or their team leaders. This difference is key to understanding how to manage change across an organization

  1. Understanding and controlling the number of - and sequencing of - changes is key

The main consequence, of this, is that sponsors who want their organizations to successfully change need to be able to control the number and sequencing of changes through-out the organization rather than simply focusing on the changes they personally initiate.

  1. There is a need to understand capability and capacity for change

It also points to the need for executives to understand the capabilities and capacity of the workforce to be able to assimilate the changes planned. If the demand for change exceeds the capacity of the organization at any point in time, then some or all the change agenda may fail to be implemented.

The answer? Organizations either must reduce the number of changes or increase the capacity of the organization to deliver change. To do this you must have the right tools to be able to accurately assess, track and monitor key project people risk – right from the outset of your project planning.

To learn more - download your copy of the Power of Data Research report findings on our website here

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 Get the change capacity data you need with Change Demand Assessment (CDA)

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The data analysed in the research above was sourced using the CDA tool.

The CDA is a strategic tool for identifying the cumulative impact of change on the organization. It is modelled on the 6 Drivers of Demand. The 6 Demand Drivers are assessed by a total of 20 questions, which relate to 20 specific risk dimensions.The purpose of the CDA is to collect data, from people in an organization or part of the organization, to: 

  • estimate the cumulative level of impact from all changes
  • measure the status of each of the Demand Drivers
  • diagnose barriers to change implementation caused by overload
  • facilitate action planning for balancing demand with available capacity

The CDA is one of 9 integrated analytical and assessment tools available in our Roadmap Pro platform. You can learn more about the platform here

 

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