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Home » Communication, Leadership

Hearts and minds: helping change happen

Submitted by on Monday, 12 October 2009No Comment

Say the phrase ‘change management’ to most people in companies, and the chances are their reaction will be negative. Images of layoffs, extra work, internal conflicts and problems invariably come to mind.

Yet the reality is that most companies need to change, and usually, fast.

Business units need to be restructured, new systems need to be put in place, different processes applied, or a new strategy implemented…

…The requirements for change go on. Yet, why is it, that when change management programmes are rolled out, they inevitably fail?

As John Kotter discovered from the research in his 1996 classic Leading Change, only 30% of change management programmes succeed. And a 2008 McKinsey survey of 3,199 executives worldwide found, similarly, that a little less of one out of three change management programmes succeed.

change management thailand

Kotter found that change management programmes failed for the following reasons:

  • Allowing too much complacency.
  • Failing to build a substantial coalition.
  • Not understanding the need for a clear vision.
  • Failing to clearly communicate the vision.
  • Permitting roadblocks against the vision.
  • Not planning for short term results and not realizing them.
  • Declaring victory too soon.
  • Fail to anchor changes in corporate culture.

You would have thought that, with these reasons for failure, companies would follow the steps laid down by John Kotter to make the change programme a success.

Implementing change safely in Thailand (and Asia)

If your organisation, business unit or team is about to embark on a change programme and wants to avoid the above problems and see the change through successfully, the key challenge is to achieve constituent buy-in.

Given that the constituents are usually employed by the company, many managers take buy-in for granted.

This is a rational approach that does not take account of the emotions (often fear) that employees may feel.

Management Training Thailand

There is an alternative approach:

Take your employees through the change before it happens.

This may sound an obvious solution, if only it were easy. After all, no new pilot is ever sent on a plane before practising in a simulator first. And no new piece of equipment is introduced to a production line without rigorous testing.

Yet, for some reason, humans in a change programme are treated differently – so often using the principle ‘sink or swim’

How you can prepare for change using Talent Technologies’ tried-and-tested approach

We can help you test-run your change programme safely and with variations so that you can embark on your programme only when your team is ready – just as the pilot who does not fly until his tutor is convinced he can do so.

Approved by the HR Certification Institute, Game Plan for Change is a two-day simulation which allows constituents to take responsibility themselves for elements of the change programme.

game plan for change

The change programme can be configured in multiple ways (eg is the change incremental or transformational?) with numerous scenarios.

Stumbling blocks and risks can be identified and removed, thereby enhancing the prospects of success for the change programme.

Team members can experiment with different roles, with the simulation incorporating the success factors identified by Kotter.

Put simply, Game Plan for Change helps you prepare your team for the change, and give you the confidence that you are ready when they are…

Change, naturally

If you would like to make change happen naturally, then simulating it first so that constituents can experience the ‘end state’ is essential.

Game Plan for Change is a 2 day programme and is available in Thailand through Talent Technologies now!

In the programme, participants are divided into teams and given organisations going through a change programme in which they navigate some of the typical challenges of change as well as:

  • Scenarios
  • Communicating the vision
  • People fits and gaps
  • Emotional roadblocks, and
  • Adoption and internalisation, as well as much much more!

If you would like further details on Game Plan for Change and how it can fast-track your change management programme then please call us on +662 6393550 or email us here


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