I am the editor of this blog and founder of Emergent, a consulting firm specializing in business transformation and strategic change management. Resistance to change is inevitable as there are many parties who stand to lose from change and apart from the status quoists there are vested interests who would oppose change. Remember, though, you must address resistance from managers first before asking them to manage resistance. Capturing and leveraging the passion and positive emotion surrounding a change can many times prevent resistance from occurring—this is the power of utilizing structured change management from the initiation of a project. Resistance to change can be either individual or organisational. Full explanation of this strategic change framework, where and how it can be used. Managers and supervisors are the other key group in terms of managing resistance. Where someone or some group will clearly lose out in a change, and where that group has considerable power to resist. Resistance to change is the act of opposing or struggling with modifications or transformations that alter the status quo. So, instead, we come to fear it. If you want to learn more about organizations, leadership, and change, you are in the right place. Listen to … Listed in MERLOT WorkplacePsychology.Net is honored to be listed as a peer-reviewed resource in MERLOT (Multimedia Educational Resource for Learning and Online Teaching), a digital library for instructors using … >> Download the Stakeholder Engagement Strategy Tool Pack to help you analyze and prioritize your initiative’s stakeholders, identify appropriate stakeholder engagement methods, and develop a tactical stakeholder engagement plan. Comfort with the status quo is extraordinarily powerful. After you have identified the types of change resistance present in your organization, employ a mix of strategies to counter the negative forces. Consider the following change management activities: Each of these tactics, all of which are part of a structured change management approach, directly address some of the main sources of resistance and can actually prevent resistance from happening if they happen early in the project lifecycle. Frontline employees will understand the "why" behind the change and see the commitment from leaders throughout the organization. You can use additional benchmarking findings and your own experience with change in your organization to craft a list of likely root causes with activities to address and mitigate each one. Can be too expensive in many cases if it alert others to negotiate for compliance. Also, be sure to check out Nine Strategies for Overcoming Change Resistance and How to Prioritize Stakeholders to Ensure a Successful Change Program. Research on the function of the brain shows that resistance is not only a psychological reaction to change but actually a physiological reaction (see the "The Neuroscience of Leadership" by David Rock and Jeffrey Schwartz for more information). Resistance is addressed in all three phases of Prosci's 3 Phase Change Management Process: During the creation of the change management strategy, generate anticipated points of resistance and special tactics to manage them based on readiness assessments. In the final phase of the process, you collect feedback to understand employee adoption and compliance with the new workflows and processes prescribed by the change. Managing resistance to change should not be solely a reactive tactic for change management practitioners. This resistance can manifest itself in one employee, or in the workplace as a whole. or WIIFM), Employees who are highly invested in the current way of doing work, People who created the current way of doing work that will be changed, Employees who expect more work as a result of the change, Those who advocated a particular alternative, say Option B, when Option A was ultimately selected, People who have been very successful and rewarded in the current way of doing work, Lack of awareness of why the change was being made, Organization’s past performance with change, Lack of visible support and commitment from managers. The resistance management plan is one of the five change management plans you create in this phase, along with the communication plan, sponsorship roadmap, coaching plan and training plan. The first strategy to overcome resistance to change is to communicate. Formally addressing resistance ensures that it is understood and dealt with throughout the lifecycle of the project. This simple activity targets the top cause for resistance (lack of awareness) and can ultimately prevent much of the resistance a project experiences. A final note on resistance to change: resistance is ultimately an individual phenomenon. Participants cited that much of the resistance they encountered could have been avoided if they applied solid change management practices and principles. Maurer’s 3 Levels of Resistance to Change are: I don’t get it, I don’t like it, and I don’t like you. These are some likely sources of resistance for most any project: These groups are likely sources of resistance and should be addressed proactively in the project lifecycle with targeted tactics for mitigating these objections. They are the closest to the frontline employees who ultimately adopt a change. It is simply human nature to counteract a… Five Things Smart Leaders Should Do to Ensure Success, How to Prioritize Stakeholders to Ensure a Successful Change Program, Insights Into Large-Company Change Capabilities, >> Download the Stakeholder Engagement Strategy Tool Pack, Nine Strategies for Overcoming Change Resistance, How New (and Experienced) Managers Can Support the Change Process « Emergent Insights, » Methods for Overcoming Change Resistance, Blog 4 Leadership and change | culcmabaohang.wordpress.com, How to Develop a Powerful Case for Change. Required fields are marked *, Notice: It seems you have Javascript disabled in your Browser. Handling that resistance well can make change go smoothly – you can get more support, better results, and higher ROI. In many cases, this will prevent resistance from occurring later in the project when it can adversely impact benefit realization, project schedules and budget. The survivoris intent on ignoring the pro… 1Adapted from Kotter & Schlesinger Choosing Strategies for Change (1989). The physiological reaction when presented with a new way of doing something is to revert back to what the brain already knows. JavaScript seems to be disabled in your browser. If they are neutral to or resistant to a change, chances are that their employees will follow suit. Resistance to change is a growing problem for organizations around the world, especially given the level of change we’re all experiencing today. 4, No. Employees look to and listen to senior leaders when they are deciding if a change is important, and they will judge what they hear and what they see from this group. MANAGING RESISTANCE TO CHANGE 1. Based on whether or not people are aware of their actions (conscious or unconscious) and whether they are acting openly or not (covert and overt), we can define four types of resistance to change: 1. The resistance management plan provides specific action steps for understanding and addressing resistance. Recognise resistance. Another participative strategy is to employ socialization, putting people before practice and ensuring that shared values crush resistance to change. However, try letting your employees initiate the conversation. Change management is not just a tool for managing resistance when it occurs; it is most effective as a tool for activating and engaging employees in a change. The symptoms of resistance are observable and often overt, such as complaining, not attending key meetings, not providing requested information or resources, or simply not adopting a change to process or behavior. Jesse is the creator of the Accelerating Change & Transformation (ACT) model and developer of Change Accelerator and Rocket Manager. When asked to identify the primary reasons employees resisted change, study participants identified the following root causes: With the knowledge of these primary root causes, change management teams can adequately prepare a compelling case for the need for change that is communicated by senior leaders in the organization. Emergent Journal is a collection of business articles containing practical methods, tools, and tips for driving change and implementing business strategies from a people and change perspective. Sometimes it is a relatively easy way to avoid major resistance. Practical methods for overcoming change resistance. All too often, a project team will reflect back on resistance and say, "We knew that group was going to resist the change," but nothing was done to address this upfront in the project. People want to be heard, and giving them a chance to voice their opinions will help alleviate the frustration they feel over the situation.What’s more, your employees thoughts, concerns and suggestions will prove wildly valuable to steer your change project. Sorry, your blog cannot share posts by email. Following are six classic strategies1 for dealing with change resistance (in order from least to most extreme) – use them to develop action plans that address the resistance within your organization. Honest communication about the issues and the proposed action helps people see the logic of change Effective education helps address misconceptions about the change, including misinformation or inaccuracies Education and communication are unlikely to achieve very short-term effects. CHANGE Change is alteration of status quo. To be effective at managing resistance, you must look deeper into what is ultimately causing the resistance. John Kotter and Leonard Schlesinger developed six change approaches to minimize resistance and they set out six approaches to deal with change resistance. Change management contains several strategies that help in facilitating the smooth adoption of such changes. I am also the developer of organizational tools: Change Accelerator and Rocket Manager. Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. Don't shoot the messenger.Just because someone has spoken out, don't assume they are the only one resisting - there may be many more quietly agreeing with them. These change management plans all focus on moving individuals through their own change process and addressing the likely barriers for making the change successful. Understanding how individuals within your team might resist change will make you better able to select the right approach from the Six Change Approaches to counter that resistance. Welcome! Don't pretend it's not happening - it will not go away, but will quietly fester and grow to be much bigger than it really is. The result is inevitable: your own reaction is often to resist the resistance. For the best experience on our site, be sure to turn on Javascript in your browser. Resistance is a natural response to change and can be destructive; but resistance can also be constructive and improve change outcomes. However, if they are openly supportive of and advocating for a particular change, these behaviors will also show up in how employees react to the change. Education & Communication: One of the best ways to overcome resistance to change is to educate people about the change effort beforehand. 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