Why to Support Change

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
  • Exhaustion

Why to support change? 

Here are some of the reasons for people to support, seek and celebrate change:

  • Personal growth
  • Ambition
  • Personal gain
  • Self preservation
  • Involvement
  • Adventure

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

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