This document discusses reasons why technology implementation and organizational change initiatives can fail and provides recommendations. It notes that communication, leadership, unclear objectives, underestimating culture, lack of support, and lack of performance measures are six common reasons for failure. It emphasizes that adoption is an emotional decision and recommends focusing communication on work benefits, designing training, prioritizing initiatives, maintaining commitment after launch, and celebrating successes. The document advocates mapping the change journey, engaging stakeholders, identifying new ways of working, and realizing benefits through ongoing review and innovation.

1. Implementing New Technology
Pocket Skills Guide

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Technology Uptake- why is there resistance?

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The Core Components to Implementation Successful
• Robust scalable IT Infrastructure that delivers information where staff need it
• Sound governance arrangements
• High quality information management
• Training and development of IT skills in staff
• Sound project management and procurement
• Maintaining confidentiality on secure network and servers
• Working in collaboration with other organisation's

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6 Reasons Change Initiatives Can Fail
Change programs are common but it is claimed that up to 70% of them fail. While there are
multiple reasons here are 6 reasons why change programmes can fail:
Communication- failure to engage, listen, tell the story, feedback
on progress and keep people informed on an ongoing basis and
through multiple channels – Communicate, Communicate,
Communicate!
Poor Leadership- senior people might lead the organisation, set the
direction and put the plans in place. Yet in reality, they are not the people
who can make it happen. People at the front-line of the organisation
determine whether a change program delivers. They need to be involved
and engaged in the design, delivery and celebrating success
Unclear objectives- the objective or outcome of
any change program needs to be clear. Ambiguity
and uncertainty foster disconnection and cynicism

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6 Reasons Change Initiatives Can Fail
Underestimating Culture- while everything on a spreadsheet or
project plan is highly rational, it is important not to
underestimate culture. No change initiative ever failed because
of the lack of a plan – they failed because people didn’t see the
plan as theirs and one that they wanted to own.
Lack of space and support- changes impact on individuals in a very
personal way. If organisations do not provide the space and support to
individuals who are impacted by the change, the chances of success are
greatly reduced. Building resilience is key.
Lack of performance measures- change is about
improvement. People need to know whether they
are on or off track, that are monitored and who is
accountable for what in the delivery of key
objectives

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Resistance to Technology Change- Emotion
Adoption is an Emotional Decision
The Personal decision making process usually involves:
1. You like Something – want to know more about it
2. You trust it or not – if you like it and trust it then you want to get it.
3. You rationalize it – you justify why you must have it (confirmation bias)

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Driving Adoption
So how can we use our understanding of Psychology to drive adoption?
1. Use the WIIFM rule – make sure everyone can answer the ‘What’s In It For ME’ question
2. Focus on Communication for Early Adoption – use work process benefits not technical one’s
3. Don’t oversell the new solution – make sure people understand its importance in the bigger picture of
the organisation
4. Design Staff Development & Training to commence before the implementation and to continue
through the change process

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Practical Solutions – What we can do about it?
Attitudes- Changing behaviours is the most effective way of influencing
attitude – establish pilots, get change happening in small pockets with
enthusiasts and build on success. People’s mind-sets are more likely to
be positive where they can see the results.
Management leadership and direction- strong leadership is required at
national and local level to create a climate in which managers feel
encouraged to participate in the testing of technology solutions, and to
adopt them where positive outcomes have been demonstrated.
Understand the learning curve of innovation and communicate the
lessons learnt – avoid penalising behaviours.
Communication- Managers and Clinicians need to understand the
journey and articulate the benefit to patients in adopting new
technologies and help colleagues understand how it can support better
ways of working.

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Practical Solutions – What we can do about it?
Prioritisation- Keep priorities small in number and review them regularly as
a means of remaining agile and ‘on-track’. Use the priorities to
communicate progress widely and help people anticipate the next stage of
change/ implementation.
Follow Through – Maintain interest, commitment and energy past ‘Go-Live’
stage in making sure that the new ways of working embed and that
Organisational benefits are realised. Measure progress
and celebrate Success. Finish & move on!

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The Change Journey
Communication – Listening – Engaging – Telling the Story – Celebrating Successes
Mapping the
Journey
Agreeing the Vision
&
Shared purpose
Challenging
old practices &
perspectives
Identifying the new ways
of Working & Ethos
Mobilising
the Change
‘Go Live’
Planning for change, Mapping the
Journey & Identifying success measures
Initial Training
Achieving the
Quick Wins
Measuring and managing
the performance
Reviewing the strategy &
de-cluttering
Maintaining the energy
and sense of urgency
Realising the Benefits
Harnessing the Learning
Innovating at Pace

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Lost in Translation

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What can RDL do…
Embedding Culture
Change
Working collaboratively
with other services
New ‘Business as Usual’ &
Implementing new
technology

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Transforming the Experience of Work…
Releasing Potential in People
Empowering Effective Teams
Driving Innovation in Organisations
Connecting Expertise across Systems
Email: enquiries@rdlteam.com
Phone: 02083262739