Mistakes to Avoid

Leading organizational change is the hot topic today in managers forums. However, if you jump without doing your homework, it can do more damage than good. In this context organizational change may begin with the secretary or the CEO. Here are 3 costly mistakes to avoid when considering organizational change.

1. Dismissing the pain. There so many people feeling pain in organizations. From the CEO down to the janitor, people feel the pain of "things not feeling right." Most don't say anything as long as the pain isn't obvious. I suggest you do not ignore your own personal pain. If your pain is increasing in terms of fear of where the company is going and where you fit, almost always the pain will cost you something.

2. Not telling those who can help. This is the most common mistake of individuals today. They think they are alone and don't need to tell those who can help. Besides they wonder if these times are so unique that no else knows. Also they may have little trust given all that has happened. You need to be very clear about how you feel and your needs. And you need to reach out to those you trust and who care the most about you. Your pain is personal to you. This is private and sharing may feel vulnerable. For your own benefit, share with those who may be able to help. If you're the CEO, perhaps it's another CEO or friend, or trusted source with experience in these things. If you're the janitor, maybe it's your best friend, or boss.

3. Not being honest with the cost of the pain. No matter how much you trust others, few if any will feel the same pain as you. Pain always translates into cost. For example if your pain is weak sales, profit or recent audit exam, or wondering if the company will close your pain is costing the company and you something. Measure it. Please don't dismiss this pain if you're feeling a disconnect with your boss, the board, other employees, customers. Be honest with how you feel. This pain is your best description of the organizational change needed. Long before the pain, things were going wrong. And long after the numbers and facts are changing, the pain will linger unless sustainable culture change happens.