As consultants saw a correlation between grieving from health-related issues and grieving among employees in an organization due to loss of jobs and departments, many early change models captured the full range of human emotions as employees mourned job-related transitions. Placing people at the core of change thinking was a fundamental contribution to developing the concept of change management.
Is this because people inherently resist change, and no matter what you do, that resistance will exist? Or is it because change management approaches have not yet evolved to provide solutions to the real causes of the problem?
From our perspective, the bottom line about resistance is straightforward: Resistance is always present in complex change efforts.
Resistance is a good and natural Resistance to change example, not a bad thing. Working with resistance competently will always lead to increased results.
We address the topic of resistance in a two-part article. We will attempt to de-mystify resistance—what it is, what causes it, what resolves it, and how to work with it to maximize the results you achieve in your change efforts. Learning how to work with employee resistance is one of the keys to optimizing the human capital in your organization, both during change and as a part of normal operations.
A side benefit of what we are about to reveal regarding resistance is that these employee practices are the essential components of building a high-performing organization.
Resistance Comes from Different Places A comprehensive approach to change is made up of three critical areas: Content what is changing, i. Which of these areas is causing the resistance is very important, because how you might resolve the resistance will depend on what is triggering it.
In this article, we focus on resistance that occurs in employees as a response to what is happening in the content or process of your change effort. In part two of this article, we will address resistance that occurs in employees as a natural psychological dynamic.
We hope these distinctions make it easier for you to build change strategies Resistance to change example resolve employee resistance so you can achieve the full benefit of your change efforts. In this article, we will focus on the first definition as it reveals much about resistance that is triggered by negative reactions to the direction and process of change.
Resistance is a built-in function that just happens as a natural consequence of the disease being present. Similarly, employees resist change when they perceive the direction of the change is wrong.
Perhaps the change IS wrong. Case In Point We were working once with a manufacturing plant whose change effort was being stymied by very significant resistance in the warehousing group.
The plant manager was very angry. Our initial suggestion was simple; Go talk to the warehousing group, not to force them to comply, but to ask them how to improve the direction of the change.
Initially, that meeting was a challenge to facilitate. There was already much resentment and hostility on both sides.
By the end, however, no facilitation was needed. With their help, the change was wildly successful and moved the plant from being on the chopping block to being second in profitability for the parent company within nine months.
It was a simple yet profound solution: Go talk to the resistors to find out why they are resisting and what solutions they have for improving the change. In these cases, they resist the change even though they might agree with its direction.
Employees usually resist the process of change when they: Leaders who lead change using a command and control style often trigger these types of resistance due to misunderstanding the impact their change process plans have on the people who must carry out the change.
These leaders often create change efforts that are fraught with inadequate communications, low engagement, minimal local control, and insufficient training. This type of resistance often occurs when senior leaders rely on external consulting firms to design their change solution, the content of what needs to change.
Therefore, many of their practices trigger resistance without them even understanding this. A good example is the practice of having the external consultants and the senior executives design the change in isolation from the rest of the organization.
In these situations, the design teams are staffed only with senior managers; major portions or levels of the organization are not represented. The content of your change must be planned while keeping the people impacts and the process elements in mind.
The best way to ensure that your process of change will be accepted and positively supported by your employees is to include employees on your change project teams.
If you want more input than the size of your team will allow, then create an advisory team of employees that provides input to your change project teams regarding the design, implementation, and human impacts of your change.
These teams can be virtual, which will enable you to get great sounding board advice on pending decisions within hours. The ROI you will get from these teams is tremendous.
They will save you huge amounts of money and time by helping you design change strategies that will be smoothly implemented by your people. Senior Executives Resist Change As Well In the field of change management, resistance is often discussed as if it only pertains to those below senior management, but that is just not true.
In fact, the initial stages of transformation efforts often include weeks or months of meetings where senior executives work through their own resistance.Mindful (ˈmīn(d)fəl) lausannecongress2018.comive, aware, careful. –The Random House Dictionary of the English Language. The premise of the Mindful Resistance Project is that understanding and addressing the root causes of Trumpism is important—so important that we shouldn’t let .
Abstract. Like “beauty and the beholder,” resistance to change is in the eye of the proposer. The proponent of a change may perceive as resistance what his or her audience considers careful assessment and scrutiny. Resistance to change is a natural reaction when employees are asked, well, to change.
Change is uncomfortable and requires new ways of thinking and doing. People have trouble developing a vision of what life will look like on the other side of a change.
So, they tend to cling to the known rather than embrace the unknown.
By Linda Ackerman Anderson Dean Anderson Introduction. Change management as an industry was conceived in response to the need leaders’ had to overcome their employees’ resistance to the changes they wanted made in their organizations. Dec 11, · It's been said that change is the one constant in life.
As much as people want comfortable circumstances to stay the same, they can rarely stop . INFORMATION CENTRE AND ANALYSIS OF CHIAPAS (CIACH) The magazine Palabra Created in the mid-eighties in the South East of Mexico, CIACH publishes a monthly magazine La Palabra broadcast in the indigenous rural communities, it organizes discussions in communities and also disseminates information on the Net.