Think Adapt Build LLC

Identifying Common Barriers

Process change often encounters resistance from various fronts within an organization. Our flowchart highlights the most common barriers, including:

• Turf Battles by Functional Managers: Issues with staff allocation and departmental priorities.
• Resistance to Change: Employees’ attachment to current processes and fear of the unknown.
• Lack of Authority and Incentives: The absence of strong leadership to champion change and motivate staff.
• Resource Constraints: Legacy systems and uncommitted management can hinder progress.
• Supplier Challenges: External partners might contribute to the resistance.
• Overwhelmed Workforce: Rapid changes can lead to staff feeling inundated and resistant.

Understanding the Nature of Barriers

To address these barriers, it’s crucial to understand their underlying nature:

• Functional Conflicts: Managers may not free up necessary staff, or department heads might reprioritize team members.
• Personal Resistance: People are more likely to support what they help create and may resist changes perceived as forced upon them.
• Belief Systems: Fixing a process may be seen as implying that the person who implemented it is flawed.
• Lack of Higher-Level Support: Without champions at higher levels, changes may struggle to gain traction.
• Resource Allocation: Existing resources tied up in legacy systems need to be reassigned for new processes.
• Skepticism and External Challenges: Skepticism about reform and supplier-related issues can also impede progress.
• Pace of Change: Implementing too much too quickly can overwhelm employees.

Providing Solutions

For each barrier, we offer targeted solutions to ensure a smoother transition:

• Collaboration with Managers: Address concerns by working closely with department managers.
• Stakeholder Involvement: Engage stakeholders in the process design to garner support and reduce resistance.
• Root Cause Analysis: Identify and speak to the root causes of resistance to address them effectively.
• Appreciation and Communication: Honor contributors and clearly communicate the reasons for change.
• Incentives: Tie changes to incentives to motivate staff.
• Resource Reallocation: Identify and reallocate resources necessary for the new processes.
• Incremental Improvements: Implement changes in manageable increments to avoid overwhelming staff.

Implementing Change with Think Adapt Build LLC

Our approach is holistic and inclusive, ensuring no surprises for senior management while systematically addressing resistance at every level. We believe in:

• Senior Management Engagement: Keeping senior management informed and involved.
• Incentive Alignment: Tying change initiatives to clear incentives and outcomes.
• Stakeholder Representation: Ensuring suppliers and customers are represented in the process creation.
• Incremental Adjustments: Making incremental improvements to manage the pace of change.

By understanding and addressing the barriers to process change, we help businesses implement sustainable, efficient, and effective process improvements. Let Think Adapt Build LLC guide your organization through successful process redesign and overcome the resistance that often accompanies it.