Manage resistance to change in your organization effectively

Reducing ours and others resistance to change Ways of managing resistance to change in an organization

In this article - you will learn

  • -7 broad ways people react to change
  • -12 advantages and benefits of resisting change
  • -31 reasons why employees resist change
  • -49 Strategies for dealing with ours and other's - resistance to change

Reducing ours and others resistance to change

Change rarely is the major problem – but resistance to change is usually the bigger challenge.

How we manage change can further complicate and turn it into a major obstruction.

Most of us prefer stability comfort-of-routine and dealing with known rather than disruptive changes in all aspects of our lives.

Our automatic response to most changes happens with suspicion, anxiety and fear - [especially for all those changes which are in the realm of unknown].

This quote is slowly becoming true for me - the older I get - the wiser I become about embracing change rather than resisting it.

Acquiring this understanding and wisdom - has taken me the entire life - making this as most expensive way to learn.

Therefore I am trying to explore and create a list - on how we can - reduce our own resistance to changes and how we can manage more effectively the resistance of others to change.

The only truth [if we can call this as one] is that - changes will keep on happening - whether or not we want it and we cannot stop it.

Resisting change - only increases our miseries and sufferings - unnecessarily - especially in those cases - where we have to ultimately embrace this change.

Openly accepting the change, working on self and changing-self by learning and unlearning through being flexible - continuously - will become your most profound strength.

Our reaction to change usually is highly entrenched in our core.

Managing change has always been difficult - because it is so easy to mishandle execution of plans hastily configured.

And there can't be one - perfect way to introduce and manage change.

Resisting change in some situations can trigger a great development and paradigm transformation.

7 broad ways people react to change - could be any of the following as well as the ones I could not identify

  • 1.Who always resist change
  • 2.Who resist change initially as a knee-jerk - but then become part of the change
  • 3.Who drive change, experiment and explore options
  • 4.Who seek out change proactively
  • 5.Who acts as cynics - create worst case scenarios - then create solutions
  • 6.Who weigh the risks, explore options and then choose what is best and how to go about it the most effective ways
  • 7.Who assess risk - then go for research, find what is working and then enlist help to drive the change

12 advantages and benefits of resisting change

  • 1.It forces us to relook and go-through the whys more carefully
  • 2.Which results into not only fine-tuning the strategies but also may change our perspective on the benefits and essentiality of this change
  • 3.We will be able to take care of important points missed - they would in any case
  • 4.It would make us ask the question - would this change drive significant growth
  • 5.Is this change really worth the efforts, time, energy, the chaos and also the money
  • 6.It would ensure that we use the scarce resources - only into most meaningful initiatives and projects
  • 7.This would also help create more-robust planning, implementation and execution action-steps
  • 8.Our communication to the major stake-holder - would incorporates - the natural objections and resistance issues
  • 9.It would make us ready with most appropriate game plan to facilitate - smooth roll-out of change initiatives
  • 10. Our focus would also become laser-sharp and we would avoid few costly mistakes
  • 11. When we go through the change with this fine-comb - our own fears - too would become less impeding
  • 12. Our managing change-initiative would be much-more effective and productive

31 reasons why employees resist change

  • 1.Fear of
  • I.Unknown
  • II.Failure
  • III.Being laughed at
  • IV.Appearing incompetent
  • V.Inadequacies
  • VI.Not having the skills, knowledge, expertise, experience and exposure
  • 2.Fear of loss of
  • I.Job
  • II.Power
  • III.Position
  • IV.Control and influence
  • V.Threat to status-quo
  • 3.Lack of faith in themselves
  • 4.Lack of trust on seniors, team-members
  • 5.Apprehension of not getting support
  • 6.Not convinced with the why of change
  • 7.Find conflict with the change and self-interest
  • 8.Ineffective communication
  • 9.Misunderstanding the change and its impact
  • 10. Misinterpretation of the cues
  • 11. Lack of self-confidence
  • 12. Unrealistic timelines
  • 13. Undue pressure from bosses
  • 14. Less tolerance to change
  • 15. Dislike management, leadership and organization
  • 16. Common values and customs of their groups.
  • 17. Cave-in to peer pressure
  • 18. Find it convenient to continue doing something - same way as they have always done
  • 19. Don't want to learn
  • 20. Find learning difficult
  • 21. Don't want to give away their responsibilities to others - even when they are moving up
  • 22. Adamant about processes and customs
  • 23. Risk averse
  • 24. Deep-rooted insecurities
  • 25. Lack of awareness about why changes are being made
  • 26. Fear of how change will impact job roles
  • 27. Failed attempts at change in the past
  • 28. Lack of visible support and commitment from managers
  • 29. Poor timing of introduction of change
  • 30. Not got the buy-in of major stake-holders
  • 31. Pushing change down the throat by force

49 Strategies for dealing with resistance to change

  • 1.Identified potential sources of resistance - both expressed and hidden
  • 2.Create specific strategies to address all major concerns
  • 3.Select the correct change management models & tools
  • 4.Killing all the rumors effectively - by transparent communication and actions as well as involving the stakeholders
  • 5.Lead from the front - demonstrate your own conviction in change
  • 6.Create clear channels of communication
  • 7.Check for understanding
  • 8.Involve everyone in problem identification and creating solutions
  • 9.Making brand ambassadors - for implementing these solutions
  • 10. Providing all the resources, authorities and empowerment
  • 11. Give them control over decision-making as per their levels
  • 12. Train and educate - through all means - digital, 1-on-1, groups and through external experts
  • 13. Support and facilitate - as transition is difficult for everyone - and most people associate change with cutbacks and lost opportunities
  • 14. Communicate new opportunities for growth, learning and advancement
  • 15. Counsel and mentor
  • 16. Create new leaders - if the existing leaders try to sabotage the process
  • 17. Change the change - and pivot fast - in case methods don't work
  • 18. Communicate the logic for the change - have a plan for those who will be negatively affected
  • 19. Create robust plans to fill people's skill and competency gaps
  • 20. Resolve conflict immediately
  • 21. If you are facing internal resistance - ask yourself what it is you're resisting - be specific and honest
  • 22. Focus on what you can control and let go of what is beyond your area of influence
  • 23. Create strategic-plans to overcome the losses
  • 24. Identify what lessons from this change will be useful in future
  • 25. Identify all the major benefits of change
  • 26. Brainstorm yourself as well as in team - asking what you would do if you wanted change to work
  • 27. Help the employees identify what's in it for them to make the change
  • 28. State the problem using examples
  • 29. State the importance of the change - highlight the individual as well as larger long-term benefits
  • 30. Check, verify, ask and listen to the employee and look for misunderstandings
  • 31. Give clear expectations and get their commitment - if employees commit to adapting to change, they are considerably more likely to follow through.
  • 32. A good portion of resistance disappears when employees are clear about the benefits the change brings to them - let the individual employee know the positive impact on their own career or job this change will bring
  • 33. Ask and listen attentively to the employees - create a feedback and improvement loop
  • 34. Make those people as change leaders that people already trust.
  • 35. Create realistic and implementable timeline - map out every action and set deadlines so that you have a general idea of how long the entire transformation will take.
  • 36. Never implement change in on go - implement them in stages.
  • 37. Consider the opinions of all employees on whom the proposed change will have an effect.
  • 38. Do change right the first time
  • 39. Leverage the right technology
  • 40. Ditch prejudices regarding current and past generations - Instead encourage fellowship
  • 41. Recruit individuals who seemingly are attuned with your organization culture
  • 42. Do change right the first time - failed attempts to change aspects of your business process will have a negative effect on how employees view future initiatives.
  • 43. Do readiness assessments
  • 44. Listen first, talk second delegate change
  • 45. Get excited show them the data - make it about employees
  • 46. Provide information in advance
  • 47. Make only necessary changes - don't fix what is not broken
  • 48. Increase engagement by asking questions - use social media and storytelling
  • 49. Don't be afraid to change your mind - some changes don't turn out as well as others - nothing is gained by forcing your team to accept a change that is not working or needed

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