Common Management Errors (127)
Cxxvii) Not Understanding the Human Side of Change (people leadership)

Introduction
Always prioritise people over the technology.
Any transformation, including digital, is about people more than technology; for a successful transformation,
"...consider the benefits to the employees first......the new technology you are attempting to introduce comes second..."
Tristan Ovington, 2024
Another advantage in prioritise people is that you encourage a culture embracing change, including innovation to handle challenges like around customer service and workflow improvements.The human side involves the emotional side (including fear, vulnerability, etc).
You can have the change plans, methodology, techniques/tools, systems/processes, etc all in place and still have problems with change implementation/execution.
"...We tend to approach change like logic is enough to get us through successfully; it won't. Yes, there is a great deal of logic required to plan the major change, but change execution is messy. It is emotional. It's uncomfortable, and often even painful...."
CMR, 2024a
Unfortunately, most approaches to change have failed to address this reality, ie in dealing with human beings and all their idiosyncrasies; this is a major contributor to the poor success rate of change initiatives.
Some ways to handle this:
- accept the emotional side of change as people's responses can be anything but logical
- understand the human 'change immune system' (this can generate fear, anxiety, loss of control, etc)
- accept and utilise the 3 brains (head, heart and gut); all impact how people approach change
- understand 'what's in it for me' (WIIFM)
"...which impacts concerns about our change is going to impact what they're doing, how they're doing it, and whether they even still have a job..."
CMR 2024a
- have an understanding and capability about communications, engagement, addressing resistance, etc.
Furthermore, you need to ask "why would anyone follow me or agree to be led by me?'
Find ways to identify gaps in your leadership by seeking direct and constructive feedback.