5 Reasons Companies Misstep on Change Initiatives

Lessons from a Marching Band's Unwavering Adaptability

It was a chilly evening – under a blanket on the bleachers – with a familiar scene in front of me. My son’s high school marching band was rehearsing a segment of their show for probably the 20th time that night during a 3-hour practice. Once a week, band enthusiasts in our community are invited to watch the show to see how it has evolved since the previous week.

And, astonishingly, it does significantly evolve each and every week…with a handful of new prop placements emerging; a new, fleet-footed formation that leaves me wondering how on-field collisions aren’t the norm; and, a white knuckle-inducing row of flag tosses by the guard. The show is already at least ten minutes long and I’m just so impressed that these kids not only remember the entire thing, but also tweak it every week while only getting better. They execute continuous change effortlessly, and it seems that we can learn a lot about change management from their mastery of marching band.

Of course they don’t really do it effortlessly, but their perpetual success (BTW shameless mom plug...they just won the Bands of America Grand National Championship!) is grounded in a group culture that nurtures its members through obstacles, norms on expectations, sets the bar high, and supports all when they may falter.

The big finale in their marching band show!

Similarly, organizations must evolve, adapt, and embrace change in the workplace to remain competitive and thrive. Yet, despite the compelling reasons for change, many companies find themselves stuck in a rut of stagnant initiatives and unmet objectives. Just like my son's marching band, which astounds me with its ability to transform their show week after week, companies too can incrementally overcome common roadblocks with the right culture, innovation, and communication.

Let’s take a quick look at how these three foundational pillars can support successful change management initiatives – for both high school marching bands and your own workplace!

1. Cultivating an Adaptive Culture for Optimal Change Management

The marching band's culture is built on adaptability. Students understand that change is essential for growth, and it's embedded in their everyday activities as well as served up with new “dots” in their weekly Ultimate Drill Book app assignment. Likewise, organizations that foster a culture of adaptability are more likely to navigate change with ease.

In the workplace, a culture that embraces change encourages employees to innovate and remain open to new ideas. It supports risk-taking, learning from failures, and continuous improvement. Without a culture of adaptability, change initiatives can easily stall as employees resist the unfamiliar. Instead, instill the concept of continuous and palatable change as a familiar activity in your organization!

2. A Willingness to Innovate to Catalyze Change

Each week, the marching band must devise a new enhancement that impresses both the audience and judges – particularly as the contests move from local high school invitationals to Bands of America Super Regionals and Grand Nationals. They innovate relentlessly, exploring fresh concepts, challenging norms, and pushing boundaries. This innovation is a driving force behind their success. In business, a reluctance to innovate can hinder change management initiatives.

Companies that embrace innovation approach change with a growth mindset. They're open to exploring new methods and technology that streamline processes and boost productivity. Embracing innovation breaks down obstacles that might otherwise stall change initiatives.

3. The Power of Positive Support and Communication

The marching band's success doesn't rely solely on innovation, though. It's also about the unwavering support of peers, instructors, and parents. The constant flow of constructive feedback and positive reinforcement helps the band improve and adapt. Similarly, effective communication and enthusiastic “we’ve got your back” vibes are pivotal for businesses in navigating change.

Clear and consistent communication helps employees understand the "why" behind change initiatives. It eases anxiety, builds trust, and ensures everyone is on the same page. When change meets resistance, positive support from leaders and colleagues can tip the balance in favor of adaptation.

Common Reasons for Stalled Change Initiatives

While a marching band's adaptability teaches us much about managing change, let's explore some common reasons companies experience stalled initiatives and simple tactics for how to get change management efforts back on track:

1. Lack of Leadership Alignment

In a successful marching band, every section plays a critical role in a synchronized performance. Similarly, organizational leaders must be aligned in their vision for change. When leaders are not on the same page (or more commonly, assume that they are without taking time to affirm assumptions), their discord can trickle down to employees, causing confusion and resistance. Try…

• Holding a facilitated clarity discussion where leadership conducts Q&A with one another to validate the reasons for a change and the narrative that will resonate with employees.

• Crafting a “why” statement that outlines the reason for a change and sharing it within the leadership team for alignment before it is amplified to employees.

2. Poorly Defined Objectives

Without clear objectives, both marching bands and businesses are left to wander aimlessly. Change initiatives falter when employees aren't sure what they're working towards. Defining clear, measurable goals provides direction and motivates teams to move forward. Consider…

• Easy-to-understand BIG goals that are displayed prominently and referenced regularly throughout the change effort.

• Making goals meaningful – by job category – by involving employees in the effort to plan tactics for how their work will impact the ultimate BIG goals.

3. Insufficient Employee Involvement

Just as my son's marching band members actively engage in every show (every kid shows up or else there is an obvious gap!), employees must be involved in change management for success. Failing to involve the workforce can lead to resistance and decreased morale. Think about…

• Doing discovery work with employees who represent key stakeholder groups and validate whether the perceived pain by leadership that is warranting the change is in fact the same pain afflicting front-line employees.

• Following up after feedback sessions to share how and why the feedback resulted in an adjustment to the change plan–or, why it didn’t result in an adjustment, too!

4. Inadequate Change Management Communication

Effective communication is the lifeblood of change management. When organizations fall short in this aspect, employees are left in the dark, fueling uncertainty and resistance. Remember that…

You should tell them what you're going to tell them before you tell them!

• That’s right, previewing change, updating folks with milestones along the way, and then recapping what occurred is just as good a foundation for change communication strategy as it is for that persuasive essay you had to write in high school.

• People tend to create their own stories about what’s happening in the absence of information…and those stories are frequently worse than reality. Don’t give them this chance to catastrophize!

5. Lack of Training and Resources

The band receives extensive training and has access to resources to excel such as a variety of knowledgeable band directors, funding from boosters, and fun “spirit nights.” This access to training and resources is imperative In the business world, too, as a lack of support can impede employees' ability to adapt to change. Ensure that…

• The stakeholders impacted by your change initiative are equipped with training documents, videos and/or Q&A sessions so that they can confidently navigate their new normal with minimal disruption.

• Those involved in the change effort have a sufficient amount of [arguably] the most important resource: time. Don’t task stakeholders with a ton of change-related tasks without allowing them to scale back on their everyday work activities to create space for the change project. [And, if your employees don’t have enough capacity, call a partner like me!]

Just as the marching band seamlessly adapts its show performance week after week, organizations can thoughtfully overcome the common hurdles associated with poor change management. By fostering an adaptive culture, encouraging innovation, prioritizing communication, providing positive support, and actively involving employees, businesses can navigate change with confidence. Remember, change is not a one-time event; it's a continuous journey that requires diligence, collaboration, and a shared commitment to growth.

Does your business need change management help to ensure the success of a new project? Book a free 30-minute consultation with Jessica Stephenson to learn how Mosaic BizOps may be able to help.

Your partner in change management + marching band super fan!