Those that successfully enlist employees in the change not only profit in the short-term, but in the long-term, as well, for, as the authors of "Management: Meeting and Exceeding Customer Expectations" point out, the need for change is constant as organizations evolve and age. Overcoming employee resistance to change, then, is a management ability needed for both everyday operations and for times of crisis. Employees gain a sense of group identity and belonging from organizational culture.
Frustrated By Resistance To Change? I heard this recently from a senior manager. He had the best intentions, but found himself up against angry staff with their heels firmly anchored. Resistance is a normal response to change.
Our attitude towards resistance is the key to successful change. Overcoming resistance - personal or organizational - depends on understanding: How to manage opposition to change. This suggests that there might just be something good, or at least useful, about resistance.
Discovering what this is and learning to work with it is key to understanding reluctance to change. After all, change often occurs as a direct result of resistance.
Great men, such as Nelson Mandela, are testimony to this. Resistance can be viewed as alternative, negative, or wrong. But we need to balance this with a healthy view of resistance which points to positive processes rather than placid acceptance.
Benjamin Franklin valued this, telling us that questioning authority is the "first responsibility of every citizen". It helps to understand that resistance is a normal response and that trying to avoid any resistance is ridiculous. So why do people resist change?
While there are many reasons people resist change, most of these reasons have a common source. Many of us hold a deep fear of change and doubt our ability to adapt to new expectations. These fears can also be related to loss associated with the change. All change involves loss at some level and this can be difficult to contemplate.
Loss associated with change can be very practical such as loss of work, colleagues, or office environment. Or it can be less obvious, relating to concerns about loss of status, self esteem, or ability to perform new work.
Fear of change can leave us feeling lost, confused, and torn between the need to take action and doing nothing. Recognising resistance to change There are a number of behaviours that are signs and symptoms of an adverse reaction to change.
Manage resistance by being prepared The best laid plans and systems fail if the people side of change management is ignored. Resistance to change is a normal response, so plan for it, expect it and accept it.
Resistance does not mean that the change is bad, or that the change process has failed. Nor does it mean that those resisting change are bad people who are getting in the way of change! Assessing resistance to change is an important part of a change impact assessment that should be conducted very early in the process.
The clue to overcoming resistance is understanding that you cannot avoid resistance, but you can manage it. Remember that people experience change in personal ways. If the manager I introduced earlier had spent some time considering the impact of change and why staff might resist change his strategy could have been very different.
Anticipating resistance to change is part of a successful change management strategy and will help to keep staff motivated and positive about change. Have your say about what you just read! Leave a comment in the box below.Resistance is a normal response to change.
Our attitude towards resistance is the key to successful change. Maybe you're a business manager . Most define resistance, either explicitly or implicitly, as a natural reaction to change; mostly a reaction against change. For most writers after Lewin it is a psychological response.
Indeed, I can often be heard citing my first . The Need to Change - and the Need to Stay the SameMore and more businesses have come to accept that continual change is the name of the game they must play.
But resistance to change is the nemesis. Resistance to change can intensify if employees feel that they have been involved in a series of changes that have had insufficient support to gain the anticipated results. They become change weary when this year's flavor of the month is quality.
Much resistance to change can be avoided if effective change management is applied on the project from the very beginning. While resistance is the normal human reaction in times of change, good change management can mitigate much of this resistance.
Resistance to change can be successfully overcome by systematically following John Kotter’s 8 step model of change management! Abstract The focus of this paper is to discuss how “Resistance to change can be successfully overcome by systematically following John Kotter’s 8 step model of change management!” by utilizing relevant .