Managing Change
Resistance to Change
Making people part of the solution rather than part of the problem
When managers talk about 'dealing with resistance to change', their words sometimes conjure up the image of employees being herded like cattle towards some destination that they do not understand or care about. Those who show signs of 'resistance' are like stragglers who need to be brought back into line with a shout or a whack.
This type of thinking is all wrong. People do not automatically resist new developments -- but they certainly do react to having change imposed upon them, especially when this is done arbitrarily and without consultation. Rather than 'herding' people, a much more effective approach is for the leaders to
- build a clear vision of where the organization needs to go in order to survive and be successful
- share this vision, and explain why the organization has to go in this direction
- develop and share a roadmap so that everyone can understand the journey and begin to plan own their part.
Rather than becoming pre-occupied with stragglers, management should focus on providing support and encouragement for the enthusiasts. These people will lead the way, act as role models, and mark a path for others to follow. This type of supportive approach is the first step in making people part of the solution rather than part of the problem.
Additional Resources
- Learn how to manage change -- browse David Hutton's best-selling book on this topic.
- How well is your organization coping with change? Try out our free online diagnostic.
- Register to obtain a free 3,000-word article: Managing Purposeful Change.