Top 6 Change Story Challenges and how to overcome them

Building a change story could be challenging, especially in the beginning when the project team has yet to see the real benefits of having a project change story.

Here are some common challenges that you can experience with your team when trying to build a change story:

1. Resistance to changes that the project brings: It is not uncommon that once the team starts working on a change story, they get preoccupied with the impact of the change on their roles or responsibilities. It does not help to hide or ignore those concerns. So come prepared for the exercise with a plan: Before the conversation starts, explain the process: how, by whom, where, and when the concerns will be addressed. While the team builds a change story and explains change impacts in as many details as possible, make a separate list with concerns. That way, you can have a change story and a separate document that you will use for future discussions.

• Lack of clarity or vision: If the team does not understand the reasons for change, they cannot explain the change or its benefits to others. That is one of the areas where your project sponsor can be of great help. Remember to include them in this exercise! A business case is also a great source of information for a project rationale.

• Inadequate stakeholder engagement: Involve those who know the best about change impacts: a project sponsor, key stakeholders (internal and external), subject matter experts and other affected parties. Failure to engage stakeholders and solicit their input can result in a poorly explained change that does not ignite appropriate readiness activities. A project team is responsible for communicating clearly about what the project brings to the organization!

• Overcoming organizational inertia: Organizations often have established routines, processes, and cultural norms that can be perceived as immune from change (“leave those alone” routines). However, in many cases, the way the work gets done is what needs to change to achieve the change. Remember to address the mindset and culture as necessary ingredients for change success. 

• Time and resource constraints: Building a change story requires time, effort, and resources. This work can compete with other tasks and not get the priority it deserves. It is essential to allocate sufficient resources and time to develop and communicate the change story effectively. Rather than saying, “We do not have time for this task,” discuss with the team: “How can we build the change story most effectively?”. Not building it should not be an option on the table.

• Failure to address the needs of each impacted stakeholder group: Each group may have unique needs, concerns, or motivations regarding the change. Neglecting these perspectives and focusing solely on the corporate level can undermine the effectiveness of the change story. It is essential to address the concerns of impacted teams, provide support, and communicate the benefits of the change for THEM.

Overcoming these obstacles requires a commitment to organizational readiness and providing the necessary resources and support.