Have you ever tried to implement a change initiative within your organization only to be met with resistance and pushback from employees? Change can create uncertainty within an organization, prompting resistance, and contributing to failed initiatives. Why Are People Resisting? Resistance can culminate for a variety of reasons. Employees may resist change when they have an […]
Have you ever tried to implement a change initiative within your organization only to be met with resistance and pushback from employees? Change can create uncertainty within an organization, prompting resistance, and contributing to failed initiatives.
Resistance can culminate for a variety of reasons. Employees may resist change when they have an unclear understanding of…
Resistance can exist within an organization passively, where there is no evidence of resistance on the surface, but individuals resist through their inaction.
Or, resistance can exist at a very visible level and manifest itself through more public demonstrations of resistance such as arguments, outbursts, or personal attacks.
When not addressed, resistance to a change initiative can be one of the primary sources of implementation delays or project failure. Change that is implemented in a logical, systematic, and rational manner can still face resistance.
The only constant an organization can depend on is change.
Resistance to change can and should be anticipated and addressed early in the change process:
Through exploring and answering these questions, stakeholders will gain the information necessary to formulate questions, articulate concerns, and prepare for the upcoming change.
While change initiatives can create uncertainty within an organization, the implementation of the four outlined practices of preparing for and managing resistance will better position your organization for success. Success in the implementation of change will result in a more dynamic organization better equipped for an ever changing environment.
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