Top 8 Success Factors for Making Business Change Stick

How can leaders facilitate organisational change and make it stick? One way is to make sure your organisation is ready for the type of change you’re about to instigate. This may seem like an obvious and simple solution, however a quick assessment of an organisation’s ability to make a business change, based on its current environment, company culture and people, will put change leaders in a better position to address risks that are typically difficult to manage and get a return on their investment.


Assess your change readiness against these 8 critical success factors to help you plan and manage for both operational and people risks:


  1. Pressure for Change – Your people are more likely to buy into an initiative if they see a need for it. Make sure you’re clear on the case for change and demonstrate commitment by sharing it and addressing concerns.
  2. Vision for Change – Expect resistance to change if people are unclear of what the outcomes of the change will be. Ensure people understand the end goal. What will the outcomes look, feel and sound like – not just operationally but on a behavioural level too? Help them see the opportunity by describing the future and the benefits that it will deliver to them.
  3. Leadership Commitment & Capability – Do your people trust your leaders? Is direction and clear messaging stopping at the top? Take a look at your own track record –how have you supported change in the past? We seek out leaders with fire in their bellies, who are ‘ready’ to make a difference. We support these people by helping them get clear on their vision and enlisting others in joining the journey. Do you need to provide training and support to your leaders to ensure they are capable of driving the organisation through change?
  4. Stakeholder Engagement – Avoid an “us vs them” mentality by engaging stakeholders broadly and early in the change process. We know that if people feel a sense of control, involvement and responsibility to get the job done, they’ll be less likely to resist change.
  5. Individual and Team Capability – Change will not stick if your people are not supported, don’t understand what’s required of them or do not have the skills and confidence to work within the changed conditions. Be clear about the impact on their role, the expectations that you have on them and provide necessary training and support to assist them in making the change.
  6. Cultural Alignment – This is critical to making change stick; 80% of a company’s culture is defined by its core leaders1. What is the current cultural climate of your organisation and will it help or hinder the change process? Work with your leaders to ensure they lead by example and communicate openly with stakeholders.
  7. Systems Sustaining Change – Can your existing systems, for example HR, organisational structure and procedures adapt to support the change? How will you reward those for making changes? Ensure relevant stakeholders from these areas are involved to ensure all are ‘in sync’ and on track to create the new organisational norms.
  8. Approach & Plan to Business Change – Have you got a plan and does it include adequate resourcing and funding that takes into account both technical and people risks? We also baseline operational and behavioural measures at the beginning of a project so that we can monitor progress and improvements along the way!


To save you some time, we’ve created a change readiness assessment tool. In this free resource you are going to discover exactly how ready your organisation is for change and what you really need to focus on as a priority.

Download your valuable, free change readiness assessment tool now.

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