In the Christian tradition, the seven main, so called deadly sins include pride, greed, envy, wrath, lust, gluttony and sloth. In a metaphorical sense, the term seven deadly sins is used in virtually all fields of human activity, and management is not an exception. For example, the recent article on the Sales HQ website aptly summarized the seven deadly sins of change management.
1. Ambiguity
Managers responsible for implementing certain changes must clearly define the objectives they want to achieve. They understand that different people have different views of things, but that is why they also understand the importance of clearly defining the objectives.
2. Inflexibility
Change managers must realize that change is also subject to change. The change management plan must therefore be sufficiently flexible.
3. Secrecy
Change managers should not remain silent until the last moment before the change program is launched. In that case they can hardly expect the support of people affected by the change.
4. Creating clichéd slogans
If your change program requires a strong slogan, avoid phrases such as “best practices.” Incorporate your objective into the slogan – for example, “20 % in 20 weeks.”
5. Excessive benevolence
Change managers who do not notice those who are opposed to their changes can hardly hope to be successful. Just as it is necessary to provide space for getting on board with the changes, it is also necessary to confront those unwilling to accept the changes.
6. Inconsistent behavior
Change managers must lead by example. Saying one thing and doing another is not the way to implement change.
7. Trying to make too many changes
The change implementation program should not be so complicated that the manager is unable to explain it to employees and that the company is unable to measure it from the perspective of costs.
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