{"id":17415,"date":"2024-09-06T13:14:22","date_gmt":"2024-09-06T11:14:22","guid":{"rendered":"https:\/\/rapidcircle.com\/?p=17415"},"modified":"2024-09-06T13:26:47","modified_gmt":"2024-09-06T11:26:47","slug":"why-we-always-underestimate-change-why-thats-a-problem-and-what-to-do-about-it","status":"publish","type":"post","link":"https:\/\/rapidcircle.com\/nl\/why-we-always-underestimate-change-why-thats-a-problem-and-what-to-do-about-it\/","title":{"rendered":"Waarom we verandering altijd onderschatten, waarom dat een probleem is en wat je eraan moet doen"},"content":{"rendered":"<p>Veranderingen doorvoeren, of het technologische veranderingen zijn, optimalisaties van werkprocessen of aanpassingen onder druk van wet- en regelgeving, is altijd een zware klus. En op een of andere manier valt het ook altijd tegen. Waarom onderschatten we verandertrajecten? Wat zijn de gevolgen? En hoe doen we het voortaan beter?<\/p>\n\n\n\n<p>\u2018We hebben hard gewerkt aan het projectplan en dat ziet er goed uit. Nu hoeven we het alleen nog maar uit te voeren.\u2019 Hoe vaak we verandertrajecten ook zien vastlopen, het lijkt alsof we telkens weer terugvallen in deze redenering: als er maar een goed plan ligt, en we dat plan strak uitvoeren, komt het met ons veranderproject vanzelf goed.<\/p>\n\n\n\n<p>Aan de basis van deze misvatting ligt een chronische overschatting van ons eigen verandervermogen en dat van onze organisaties. Want in werkelijkheid is het verandervermogen van de organisatie voor 85% bepalend voor het succes van de verandering. Het plan zelf heeft, met 15%, veel minder impact. De \u2018menselijke factor\u2019 en de cultuur binnen de organisatie zijn dus d\u00e9 cruciale componenten voor het slagen van veranderingen.<\/p>\n\n\n\n<div style=\"height:9px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Vastlopende projecten<\/h2>\n\n\n\n<p>Veel project- en programmamanagers zijn \u2018opgevoed\u2019 met het idee goed doordacht plan, compleet met tijdslijnen en budgetten, de sleutel tot succes is. De werkelijkheid blijkt meestal weerbarstig, omdat de uiteindelijke uitvoering van een verandering, of die nou technisch of organisatorisch is, altijd bij je medewerkers ligt. Zij moeten uiteindelijk \u00e9n bereid, \u00e9n in staat zijn om hun manier van werken ook echt te veranderen.<\/p>\n\n\n\n<p>Een projectplan is vaak een weergave van de doelen van de organisatie en besteedt (te) weinig aandacht aan de beweegredenen van medewerkers: waarom zouden zij meebewegen met jouw verandering? Veel managers verwachten dat ze medewerkers mee kunnen krijgen door ze te vertellen waarom een verandering belangrijk is voor de organisatie. Ze zetten groots in op interne communicatie en verwachten zo draagvlak te scheppen voor hun project. Deze manier van werken leidt iedere keer weer tot onvoldoende veranderbereidheid. En dus tot vastlopende projecten.<\/p>\n\n\n\n<div style=\"height:6px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">\u2018Onbeweegredenen\u2019<\/h2>\n\n\n\n<p>Want, in tegenstelling tot wat we als managers en veranderaars denken, mensen hebben over het algemeen hele valide drijfveren om niet te willen veranderen. Een hele belangrijke is onzekerheid: wat betekent de verandering voor mij en mijn werk? Ook is heel veel informatie rond projecten en veranderingen veel minder duidelijk en eenduidig dan we denken, en gaan er al snel misverstanden leven over doel, inhoud en koers van het project. Twijfels aan de haalbaarheid van het plan zijn ook een belangrijke factor die zorgt dat mensen niet in beweging komen.<\/p>\n\n\n\n<p>Deze \u2018onbeweegredenen\u2019 laten je kans op een succesvolle implementatie drastisch afnemen. Het is dus cruciaal om te snappen dat verandering meer vraagt dan papierwerk. Verandering heeft begrip nodig, betrokkenheid \u00e9n een cultuur die ervoor openstaat: culture eats strategy for breakfast.<\/p>\n\n\n\n<div style=\"height:7px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Inzicht in verandervermogen<\/h2>\n\n\n\n<p>De eerste stap die je moet zetten om dit beter te doen, is inzicht krijgen in je verandervermogen. Dat bepaalt tenslotte voor het overgrote deel je kans van slagen. Hoe hoger je verandervermogen, hoe sneller medewerkers veranderingen omarmen en actief integreren in hun dagelijks werk. En dat heb je nodig om rendement uit je projecten en technologie-investeringen te halen.<\/p>\n\n\n\n<p>Het onderzoeken van je verandervermogen helpt je ook om risico's en valkuilen in je projecten op tijd te vinden en het verandervermogen van je organisatie doelgericht te ontwikkelen. Want verandervermogen ligt niet vast. Je kunt daar gericht aan werken en daarmee de basis leggen voor snelle, soepele veranderprocessen, lagere projectkosten en meer betrokkenheid en tevredenheid bij je medewerkers.<\/p>\n\n\n\n<div style=\"height:6px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Masterclass op 2 oktober<\/h2>\n\n\n\n<p>Als je tot hier gelezen hebt, ben je het waarschijnlijk met ons eens dat het onderschatten van verandering ernstige gevolgen kan hebben voor projecten organisaties. Door niet alleen op de plannen te focussen, maar vooral op de mensen en hun drijfveren, kun je als project- of programmamanager zorgen dat veranderingen succesvol worden.<\/p>\n\n\n\n<p>Het is tijd om verandervermogen serieus te nemen. Daarom organiseren we op 2 oktober, in ons Clubhouse in Amsterdam, een Masterclass Grip op Veranderen: een pragmatische deep dive in wat er nodig is om het verandervermogen van jouw organisatie te versterken en jou meer inzicht te geven in hoe verandering werkt. Je leert hoe jij jouw projecten kunt laten slagen en je krijgt ruim de gelegenheid om van gedachten te wisselen en samen te werken met mensen die in andere organisaties tegen dezelfde uitdagingen aanlopen.<\/p>\n\n\n\n<p>De masterclass wordt gegeven door onze partners van <a href=\"https:\/\/businessfitscan.com\/inschrijven-masterclass\/\">Business Fitscan<\/a>, experts met jarenlange ervaring in organisatieverandering en bedrijfstransformatie. Omdat persoonlijke aandacht en diepgaande interactie belangrijk zijn in deze masterclass, zijn er niet veel plaatsen. Heb je dus interesse? Schrijf je snel in:<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/businessfitscan.com\/inschrijven-masterclass\/\">Ik doe mee aan de Masterclass<\/a><\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Implementing change, whether it is technological change, optimisations of work processes or adjustments under legislative and regulatory pressure, is always a tough job. And somehow it also always disappoints. Why do we underestimate change processes? What are the consequences? And how do we do it better from now on? &#8216;We have worked hard on the [&hellip;]<\/p>\n","protected":false},"author":231302411,"featured_media":17435,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2},"_wpas_customize_per_network":false,"jetpack_post_was_ever_published":false},"categories":[1440,1450],"tags":[],"class_list":["post-17415","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-adoption-and-change","category-article"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.7 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Why we always underestimate change, why that&#039;s a problem and what to do about it - Rapid Circle<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/rapidcircle.com\/nl\/why-we-always-underestimate-change-why-thats-a-problem-and-what-to-do-about-it\/\" \/>\n<meta property=\"og:locale\" content=\"nl_NL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why we always underestimate change, why that&#039;s a problem and what to do about it\" \/>\n<meta property=\"og:description\" content=\"Implementing change, whether it is technological change, optimisations of work processes or adjustments under legislative and regulatory pressure, is always a tough job. 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