People are not against change. Employees are sometimes more aware than leaders of the need for change, they are in the front-line dealing with poor product quality, unresponsive service, effective competitors, etc.
Why resistance to change?
This can arise from many causes, most are rational and addressable.
- Comfort with status quo
- Lost of control
- Threat of security
- Negative history
- Work pressure
- Concern about results
- Discomfort with learning new skills
- Lack of clarity
Why to support change?
Here are some of the reasons for people to support, seek and celebrate change:
- Personal growth
- Personal gain
- Self preservation
Change management involves discovering beliefs, concerns and feelings; taking action to reinforce the positives and address the negatives, and bringing them into a favorable balance.
When there is resistance to change, it is very important to understand the reason for that resistance.
What to do when there is resistance to change?
- What looks like resistance is often lack of clarity
- Show people the problems with not changing
- Create a destination postcard than makes the change more attractive
- Simplify the problem
- Lower the bar to get people moving
- Use social pressure to encourage change
- Shrink the change so you can start today
- Find a bright spot that shows it can work
- Focus on building habits
- Motivate the team by reminding people how much they have already accomplished