Change is a constant in the business world, yet many companies struggle with it, especially when leaders at the top fail to support it. When company owners and executives resist change or do not implement effective organizational controls, the consequences can cascade throughout the entire organization, affecting every level of the business.
Take the example of a manufacturing company where the owner is hesitant to adopt digital tools for inventory management. Despite the potential for increased efficiency, the owner’s reluctance to change creates a bottleneck for the entire supply chain. As a result, managers are left with outdated methods, employees on the floor are forced to manually track stock levels, and the overall productivity of the company suffers. This hesitation not only impacts day-to-day operations but also puts the company at risk of being outpaced by competitors who are quicker to innovate.
Similarly, in a service-oriented company, a CEO who resists the implementation of quality controls like those in Six Sigma can inadvertently undermine efforts to improve customer satisfaction. Without proper organizational controls, managers struggle to standardize processes, employees experience confusion about expectations, and clients receive inconsistent service. The lack of a unified approach means errors are more frequent, and addressing these issues becomes reactive rather than proactive.
This resistance to change often stems from a fear of the unknown, a desire to maintain control, or a lack of awareness of the long-term benefits that organizational controls offer. However, the consequences of inaction can be dire—lower employee morale, higher turnover, reduced customer satisfaction, and stagnating growth.
To counteract this, company leaders need to embrace change management methodologies like Six Sigma and PROSCI. Six Sigma offers a data-driven approach to improving processes, reducing defects, and ensuring quality control. By implementing Six Sigma principles, leaders can create a culture of continuous improvement that trickles down to every department.
PROSCI, on the other hand, focuses on the human side of change. It highlights the importance of clear communication, employee engagement, and structured processes for change adoption. Leaders who utilize PROSCI’s ADKAR model—Awareness, Desire, Knowledge, Ability, Reinforcement—can ensure that their teams understand the need for change, are motivated to embrace it, and are equipped with the tools and training to make it happen.
By adopting these organizational controls, leaders can not only improve operational efficiency but also foster a more resilient, adaptable workforce. When change is supported from the top, it enables every layer of the company to thrive in a competitive and ever-evolving business landscape. Leaders who resist change will find themselves left behind, while those who embrace it will empower their teams to excel.
Jamison Smith
LACoFD Captain, Ret., Change Manager, Program Manager, Project Manager, Lean Six Sigma Black Belt, Jamison & Associates Organizational Change Management-Principal Consultant.
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