discussion 175 words
devtinyahiil
FiveReasonsLeadersResistsChange.docxFive Reasons Leaders Resists Change - Even During a Crisis
The thought of change can be scary, even more so during the type of crisis we’re experiencing now with the COVID-19 pandemic. Although there are business leaders who are implementing change in response to the challenging economic and operational landscape, many others are not.
“Sometimes the writing is on the wall and organizations are triggered to change,” says Edwin Bosso, Founder and CEO of Myrtle Consulting Group and the Forbes Books author of 6,000 Dreams: The Leader’s Guide To A Successful Business Transformation Journey.
“In fact, members of the organization often are keenly aware that something needs to be done. However, despite that, management does not act, and the cost of inertia can be high.” According to Bosso, there are five reasons why leaders resist change and, as a consequence, struggle to move their company forward:
They confuse important versus urgent.
Leaders sometimes confuse the terms important and urgent. “Important issues are those that do not necessarily have an explicit deadline, like urgent issues, but can effectively have some impact, large or small, on a business,” Bosso says. “The confusion sets in when owners and managers spend too much time putting out fires rather than planning.
For example, the company may know that it is important to upgrade its operations. But it doesn’t become urgent until later on when the company looks at the output of its competitors that have completed transformation projects and have become a lot more cost-competitive.”
They lack courage/leadership
Five Reasons Leaders Resists Change - Even During a Crisis abilities. Successfully initiating and executing a change process involves numerous leadership skills. “It can be intimidating taking on such a challenge that, to some leaders, may seem like moving a mountain,” Bosso says. “Others are better prepared to take risks, confront reality, envision a better way, make plans, and then act on those plans to lead a change.”
They misalign the incentives.
The incentive to change or transform organizations can be misaligned with the incentives of people who are in charge of leading those transformations. “Misalignment of personal make the case.”
They lack a method.
It’s not uncommon for leaders to know the difference between where their company is and where it could be, but they don’t know how to proceed. “In such situations, leaders often freeze up and put off the impending need to change, or they approach it through trial and error,” Bosso says. “Having a methodology is beneficial when taking on such an effort. Some leaders take the time and effort to learn what needs to be done, while others bring in experienced people to provide a method for leading a smooth and successful transformation.”
According to Bosso, leaders must understand that there will never be a perfect time for change, but also that often the right change only happens if they force the issue
Five Reasons Leaders Resists Change
-
Even During a Crisis
The thought of change can be
scary, even more so during the type of crisis we’re experiencing now with
the COVID
-
19 pandemic. Although there are business leaders who are implementing change in response
to the challenging economic and
operational landscape, many others are not.
“Sometimes the writing is on the wall and organizations are triggered to change,” says Edwin Bosso,
Founder and CEO of Myrtle Consulting Group and the Forbes
Books author of 6,000 Dreams: The
Leader’s Guide To A S
uccessful Business Transformation Journey.
“In fact, members of the organization often are keenly aware that something needs to be done.
However, despite that, management does not act, and the cost of inertia can be high.” According to
Bosso, there are fiv
e reasons why leaders resist change and, as a consequence, struggle to move their
company forward:
They confuse important versus urgent.
Leaders sometimes confuse the terms important and urgent. “Important issues are those that do not
necessarily have an e
xplicit deadline, like urgent issues, but can effectively have some impact, large or
small, on a business,” Bosso says. “The confusion sets in when owners and managers spend too much
time putting out fires rather than planning.
For example, the company may
know that it is important to upgrade its operations. But it doesn’t
become urgent until later on when the company looks at the output of its competitors that have
completed transformation projects and have become a lot more cost
-
competitive.”
They lack co
urage/leadership
Five Reasons Leaders Resists Change
-
Even During a Crisis abilities. Successfully initiating and executing
a change process involves numerous leadership skills. “It can be intimidating taking on such a challenge
that, to some leaders, may
seem like moving a mountain,” Bosso says. “Others are better prepared to
take risks, confront reality, envision a better way, make plans, and then act on those plans to lead a
change.”
They misalign the incentives.
Five Reasons Leaders Resists Change - Even During a Crisis
The thought of change can be scary, even more so during the type of crisis we’re experiencing now with
the COVID-19 pandemic. Although there are business leaders who are implementing change in response
to the challenging economic and operational landscape, many others are not.
“Sometimes the writing is on the wall and organizations are triggered to change,” says Edwin Bosso,
Founder and CEO of Myrtle Consulting Group and the Forbes Books author of 6,000 Dreams: The
Leader’s Guide To A Successful Business Transformation Journey.
“In fact, members of the organization often are keenly aware that something needs to be done.
However, despite that, management does not act, and the cost of inertia can be high.” According to
Bosso, there are five reasons why leaders resist change and, as a consequence, struggle to move their
company forward:
They confuse important versus urgent.
Leaders sometimes confuse the terms important and urgent. “Important issues are those that do not
necessarily have an explicit deadline, like urgent issues, but can effectively have some impact, large or
small, on a business,” Bosso says. “The confusion sets in when owners and managers spend too much
time putting out fires rather than planning.
For example, the company may know that it is important to upgrade its operations. But it doesn’t
become urgent until later on when the company looks at the output of its competitors that have
completed transformation projects and have become a lot more cost-competitive.”
They lack courage/leadership
Five Reasons Leaders Resists Change - Even During a Crisis abilities. Successfully initiating and executing
a change process involves numerous leadership skills. “It can be intimidating taking on such a challenge
that, to some leaders, may seem like moving a mountain,” Bosso says. “Others are better prepared to
take risks, confront reality, envision a better way, make plans, and then act on those plans to lead a
change.”
They misalign the incentives.
