I want to share a quick and short insight today around the concept of "intention" and its role in leading change. I use the term loosely because we do a lot of things without intention. We don't intend to breathe we just do it. We don't intend to fall in love. We don't intend to grow old, fight it as we may. There are lots of things we don't intend to do and sometimes that tendency carries over into our business lives as well.
Companies today need to be agile in dealing with competitors and an ever shifting consumer market. Companies grow and swallow up other companies as part of the constant challenge of staying ahead of the pack and delivering what clients want. All of these processes create stresses, even if they are good for a company. Like so many things that we don't "intend" we assume that everyone will simply see it our way and get on board, that the change contemplated is patently obvious to all. There is that old saying that the road to hell is paved with good intentions but I would suggest that when it comes to managing change the road to hell isn't paved with intention at all.
Prosci as an organization has been about the business of change for some time. Each year they publish extensive studies around the subject of change; what works, what doesn't and how that impacts organizations. (822 change practitioners, project leaders, consultants and executives from 63
countries)Prosci 2015 The statistics around this one area of intention or planning are stark; of the organizations that did not use a change management plan (intention) only 37% experienced good or excellent change effectiveness. Of those companies that did apply even a moderate change management plan 58% achieved good or excellent change effectiveness. That is a difference of 21%!
Change is manageable but like anything else that is worthwhile you need to apply intention and structure to the change you are leading. Don't take it for granted, be intentional about how you are going to structure and drive the change you need.