Asking big WHY question is to dig through the root cause of changes, how to manage it and achieve more tangible results.
Change is the most significant characteristics of the digital age, and it’s multifaceted. Change also becomes an important business capability, not just an ongoing project or a one-time business initiative. “Change Management” is an overarching term that encompasses extensive planning, communication, discovery, creativity, measurement, etc. But the first step first, you need to figure out what are the very reasons and what are the ultimate goals for changes? What are the big WHY questions you should ponder in order to manage change more seamlessly?
WHY is Change so Difficult? Statistically, more than two-thirds of Change Management effort fail to achieve the expected result. Change becomes fundamentally difficult in most organizations because it is treated as something distinct from running the business, evolving performance and increasing results over time. Leaders and employees are stressed enough in getting done what is right in front of them that change is layered upon becomes disruptive. In addition, resistance to change is part of human nature. For many people, "sameness" is psychological security, change leads to psychological insecurity. Most people like security. Even though it is difficult to change human nature, there is still value in understanding that resistance is normal and must be considered and managed. The other reason why is change so difficult could be the leadership factor. Leaders do not set a good example to be change agents. Even the people who are advocating change are resistant to change. It is common for people to propose changes that impact others while exempting themselves. This type of approach is guaranteed to be resisted.
Asking big WHY question is to dig through the root cause of changes, how to manage it and achieve more tangible results. Real change and improvement are deprogramming old mindsets, letting go of the outdated tradition or the voices from the past, and reprogram collective minds with new mentalities, norms and behaviors, and successful changes are often linked to the DNA of the organization itself. From management perspectives, it’s how to build multi-faceted change capabilities to adapt to the ever-evolving business dynamic and improve organizational maturity steadily.