Addressing Change Myths before they become a reason for resistance

It’s no surprise by now, change is constant and our work environment is challenging people, teams, and organizations to build on a continuous basis their skills in managing change and fostering flexibility.

With what we’ve seen over the past 2 years, today’s business context is in constant flux and can be shaken in an instant. The ability of an organization to change and adapt is an ongoing effort and challenges the status quo where you wait and see to see if the risks around your company will pass. Change must be lived through innovation and it must be continuous and intentional. People who are flexible contribute to an organizational culture of adaptability, and this ability to shift and adjust must be developed for all employees and for teams—ultimately contributing to organizational capability.

But where should you start? Instinctively, you’ll need to start with a strong vision and business purpose for the change. In addition, you’ll need to engage employees. Done well, organizational change management is a significant undertaking and requires investment in people, resources, and time. You’ll need to be aware of the myths that surround change management so that you may avoid investing your efforts in the wrong activities or and being drawn into avoidable organizational pitfalls.