Jeffery D Whippo Discusses in Detail the Key Reasons for Success or Failure of Change Efforts within an Organization

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Jeffery D Whippo Discusses in Detail the Key
Reasons for Success or Failure of Change Efforts
within an Organization
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Jeffery Whippos Views On The Research Done By
Mckinsey Company

• According to professional educator and
  organizational leadership Jeffery D Whippo, the
  research done by McKinsey Company has shown
  that 70 of all change efforts that are attempted
  within organizations fail.
• He says that even with intense change from
  corporate reorganizations, new software systems
  and quality-improvement projects, this failure
  rate has been consistent for decades.

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Whippo Cites Four Key Reasons for the Failure of
Change Efforts within an Organization

• Jeffery D Whippo feels there are four reasons for
  failure that leaders can look to in order to
  proactively work to reduce the chance of
  failure-
• 1. Lack of Knowledge
• 2. Lack of Skills and Practice
• 3. Culture working against Change
• 4. Hidden Conflicts working against Change

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Jeffery Shared How Leaders Can Successfully Lead
Change Efforts

• Jeffery says that while most leaders know what it
  takes to lead change well, there is a huge gap
  between what they know and what they actually end
  up doing to lead the change efforts.
• The trick for leaders to help prevent failure due
  to lack of knowledge is to simply apply what they
  already know in a more effective manner.
• Secondly, he implies that deliberate practice is
  essential to successfully leading change efforts
  and that guided practice with the ability to make
  mistakes and discuss processes is critical to
  adult learning.
• An example, he explains would be professional
  musicians that have spent countless hours and
  years on the road playing shows over and over in
  clubs before they got to a level of mastery of
  their art where they were discovered.

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Whippo Explains How Self-Limiting Beliefs Causes
Leaders to Be InEffective

• Jeffery Whippo strongly believes that while some
  leaders understand the concepts of how to lead
  change, they are not able to act on that
  knowledge which causes their leadership to be
  ineffective as they make the same mistakes over
  and over again.
• According to him, this can happen in
  organizations due to something called
  self-limiting beliefs. He says that an example of
  self-limiting beliefs would include leaders not
  sharing information due to fear that employees
  cant handle the truth or leaders believing
  that delegating tasks to a subordinate is a sign
  of weakness.
• He says that as a result of self-limiting beliefs
  executives often find themselves laying out great
  change management strategies on paper, but not
  being able to execute them due to barriers that
  have been unconsciously developed that block
  successful change efforts.

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Thank YouJeffery David Whippo