Overcoming Resistance to CHANGE

Changes are seldom smooth. Powerful forces are at work to avoid change.  

          Many workers are suspicious of change. They wonder how changes will affect their work and if they will have a job after changes are made. Some do not understand the need for change and resent and resist it.

          Success means growth and growth means change.    

          Organisations and responsibilities within, like people, wax and wane. The time to change is when things are going well at the peak of success before the wane sets in.               

Five of the best tips to help reduce resistance to change

* First win trust

          Build up trust by talking to staff and giving them all the facts. Be frank and honest about the need for change and why changes are being considered.

          Answer their questions and listen to their suggestions and recommendations. Get their confidence. Get them involved.

* Discuss implications of change

          The most important role is to reassure people about their future work prospects. Explain the personal benefits and advantages.

          Consider all criticisms of the proposed changes and the possible adverse effects.

          Involve staff in planning and change policies.

* Decide on the actions needed

          Plan proposed changes and reassure staff that their concerns have been considered.

* Get support from leaders

          Influential people must be won over and give their full support to any changes that will be made. 

          Because people support what they help to create get them involved in planning changes.

* Run pilot projects

          Test changes by running small pilot projects.  Start by selecting projects that have a good chance of success.

          Carefully evaluate results to prove changes are worthwhile.

          People who suggest helpful changes should be recognised, even rewarded.

          Change is a dynamic process. Aim to make constant improvements. Acton constructive feedback and helpful suggestions and get people involved.

–Geoffrey Moss, mossassociates.co.nz

“Nothing endures except change.”

Sources: “Time- Savers, Guidelines, checklists and golden rules”, Moss Associates Ltd, New Zealand, “Time Management Secrets”, Cengage Learning Asia and “Time-Savers”, McGraw-Hill Companies. Also available as an e-book from Amazon.com.