The importance of Change Management is understood by everyone. Just ask them. The actual execution of change management, however, does not get the priority it needs as organizations try to change: processes, programs, technology, leadership, etc.

There is only so much time in the day of leadership and priorities are focused on the goals of the organization. Good. That makes sense. When a major change is undertaken, we talk about change management from the book of change: urgency, unity, communications, leadership, stakeholder engagement and training. As time moves forward we get busy on the daily work and all of those change efforts start to slip. It is important to note they slip at the peril of the organization’s future success.

Much of the research discussed by Prosci, McKinsey, Kotter, Harvard Business Review, Forbes and others (I will let you Google them) on the failure of change details the simple fact that if you don’t have a significant, effective and continuous change effort; your change will not succeed.

Yet, I encounter organizations that talked, but did not walk, change management. The reality is that no matter what change you are implementing if you do not understand the organization’s culture, engage stakeholders and hold leaders and managers accountable you will not achieve the goals of your change and the associated ROI.

Just as in a personal change we must have a plan and must be disciplined in executing the plan. It isn’t easy but it is simple. Just REALLY walk the talk, and stay with it!