What New Year’s Resolutions and Organizational Change Have in Common (Part 1 of 7)

January 2024 | By ALULA

Despite our best intentions, it’s widely known that over 75% of new year’s resolutions fail by the second week of February. 

While it’s hard enough to keep one’s own resolutions, advancing organizational change can be even more daunting. The very fundamentals of such work – securing effective sponsorship, supporting impacted employees, clearly articulating the finish line, etc. – are tricky to align and execute. 


So, what do new year’s resolutions and organizational change have in common? Well, despite the popularity of apps that manage performance change individually (Everday, Habitify, Y-Productive, Mindful Goals, etc.) and business books that explore performance change at scale, people still struggle to make change stick for the long haul. 

However, there’s a key to keeping our own resolutions and achieving our organization’s change initiatives for truly unprecedented and sustainable success: work on repairing the disconnect between human behavior and real performance change. 

6 Ways to Make Resolutions and Support Change in 2024

In this series, we’ll be sharing 6 things we can STOP doing, paired with 6 things we can START doing, to repair the powerful connection between human behavior and real performance change – a connection that makes it possible to not only keep our own resolutions but also achieve organizational change this year and beyond.  

Are you in the perfect position to help repair the powerful connection between human behavior and real performance change for people in your organization? Take our quick self-check to learn where you may be able to make gains while planning or managing new initiatives this year. Click below to try it, and then dive in to Tip #1. 


Topics: Change Management


Written by ALULA