Jeffery Whippo Discusses Major Reasons for Success or Failure of Change Efforts within Organization

Jeffery Whippo Discusses the Major Reasons for the Success or Failure of Change Efforts within an Organization

Jeffery Whippo’s Views On Research Done

By Mckinsey & Company • Jeffery Whippo, a professional educator and organizational leadership expert specifies that 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.

The Key Reasons for this Failure Jeffery Whippo feels there are four reasons for failure that leaders can look to in order to proactively work to reduce the chance of failure-

• • • •

Lack of Knowledge Lack of Skills and Practice Hidden Conflicts working against Change Culture working against Change

Here’s How Leaders Can Prevent Failure •Jeff Whippo 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 a 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.

Whippo Talks about Self-Limiting Beliefs of Leaders • Jeff 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.

• He says that this can happen in organizations due to something called selflimiting beliefs.

• An example of self-limiting beliefs would include leaders not sharing information for fear that employees “can’t handle the truth”, or leaders believing that delegating tasks to a subordinate is a sign of weakness.

Thank You Jeffery David Whippo