Once an organisation is set in its ways, it can be very difficult to make changes. Even when a problem is recognised, it can take a long time to enact real and meaningful change that addresses the core of the problem.
Enacting these changes, called change management, is difficult. In fact, studies show that in most organisations, two out of three transformation initiatives fail. But why does this happen?
Why Transformation Fails
One reason change management fails is that most companies employ performative and “band-aid” solutions. These “initiatives”—like slapping a rainbow on your logo for Pride month, having an event for International Women’s Day, or hiring a DEI officer but not funding it properly—are usually what organisations resort to.
These types of initiatives are implemented partly because there’s no real understanding of the issues, and it’s difficult for people outside the affected group to empathise; they may think along the lines of, “I’m not affected, but I’ll show some support and that’ll do.” And that’s exactly why these types of transformation initiatives fall short.
Another factor is that the majority of the time, there’s little agreement on what factors most influence realising actual change. That’s because everyone hoping to implement change looks at it from their own unique perspective and therefore focuses on different success factors.
The Path To Real Change
So what can you do that can help your business implement actual change?
Mentoring programs can help garner more support and involvement for advocacies and education. That’s because mentoring allows for more opportunities to have conversations with real people instead of having them read about something theoretical. This can help bring an issue home for many people. Essentially, mentoring allows human connection to be brought back to what can sometimes be fairly abstract ideas.
How the USTA Championed Change Management
In 2020, in the midst of events involving racial injustice in the USA, the United States Tennis Association (USTA) found itself having deeper, more candid conversations around diversity and inclusion for the first time. As it is with any difficult subject, however, they found their teammates were still experiencing some reluctance and discomfort around how to openly and respectfully discuss these topics in the workplace.
In light of this, the USTA Diversity & Inclusion team saw that a mentoring program could play a pivotal role in creating greater understanding and awareness of different cultural backgrounds. Furthermore, it would provide a safe environment for employees to learn about and share their experiences. Their hope was that a mentoring initiative would allow them to provide an avenue for employees of different backgrounds in different areas of the organisation—who normally wouldn’t have the chance to interact—to connect.
And it worked! Participants felt that the initiative allowed them to have more open, productive conversations on tough topics without the fear of offending anyone. They also felt they had access to a safe space to educate themselves about the experiences of people with different lived experiences.
Ultimately, USTA’s mentoring initiative helped them enact real change within the organisation, as they feel they’ve created a more inclusive working environment. They now plan to maximise their mentoring program by using it for participants’ professional growth and development as well.
Want to learn how the Mentorloop platform can help get your mentoring program off the ground and help your organisation enact real change?
