Education and communication B. Facilitation and support C. Negotiation and rewards D. Cooptation E. Coercion 94. Our other article on Strategies for Managing Resistance to Change explained the four types of resistance and the six classic strategies for dealing with resistance. The change management team is not an effective resistance manager. To act in a new way requires more power from the brain. In fact, change advisor and author Rick Maurer believes that lack of confidence in change-makers is a cause of resistance to change in organizations that is most often overlooked. One of the most important facetsof change management is resistance to change. MANAGING RESISTANCE TO CHANGE 1. Managers and supervisors are the other key group in terms of managing resistance. Project team members, Human Resources or Organization Development specialists are not effective resistance managers either. Communication is key — you already knew that. So, instead, we come to fear it. There are four primary reasons1 that people resist change. Yet managing resistance is one of my favorite problems to help clients solve. An additional source of resistance to change is a lack of understanding by those affected by the change as to why change is necessary and what it will accomplish. In any business, there are constantly going to be thingsmoving and changing, whether it is due to the need for more efficiency,better turnaround times, or the need for the employees to work smarter.With all these needs comes the opportunity for the company to downsizeor create new jobs, and this is where the fear of job loss comes intoplay. Evaluating this feedback allows you to identify gaps and manage the resistance that may still be occurring. Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. Coercion-Both Explicit and Implicit Education and Effective Communication: This is one of the commonest techniques for minimizing resistance to change by educating people and promoting awareness through effective communication regarding the benefits of a planned change. Employees look to and listen to senior leaders when they are deciding if a change is important, and they will judge what they hear and what they see from this group. Is Your Organization Engaged in Self-Sabotage? Fear of moving into an unknown future state creates anxiety and stress, even if the current state is painful. The "right" resistance managers in an organization are the senior leaders, middle managers and frontline supervisors. Inevitably, organizational change efforts will meet with resistance. Which of the following methods of managing resistance to change is used in the second approach? It’s true! Some people may withdraw into themselves. This resistance can manifest itself in one employee, or in the workplace as a whole. Others may respond aggressively. Contact Jesse at 303-883-5941 or jesse@emergentconsultants.com. Five Things Smart Leaders Should Do to Ensure Success, How to Prioritize Stakeholders to Ensure a Successful Change Program, Insights Into Large-Company Change Capabilities, >> Download the Stakeholder Engagement Strategy Tool Pack, Nine Strategies for Overcoming Change Resistance, How New (and Experienced) Managers Can Support the Change Process « Emergent Insights, » Methods for Overcoming Change Resistance, Blog 4 Leadership and change | culcmabaohang.wordpress.com, How to Develop a Powerful Case for Change. Then, act on this knowledge ahead of time before the resistance impacts the project. Consider the following change management activities: Each of these tactics, all of which are part of a structured change management approach, directly address some of the main sources of resistance and can actually prevent resistance from happening if they happen early in the project lifecycle. Managing resistance to change should not be solely a reactive tactic for change management practitioners. The symptoms of resistance are observable and often overt, such as complaining, not attending key meetings, not providing requested information or resources, or simply not adopting a change to process or behavior. After you have identified the types of change resistance present in your organization, employ a mix of strategies to counter the negative forces. People resist change in different ways. Understanding how individuals within your team might resist change will make you better able to select the right approach from the Six Change Approaches to counter that resistance. The Six (6) Change Approaches of Kotter and Schlesinger is a model to prevent, decrease or minimize resistance to change in organizations. Resistance to change can be either individual or organisational. 1. Listen to … Resistance to change is the act of opposing or struggling with modifications or transformations that alter the status quo. Pingback: Challenges to Merging Organizations «, Pingback: How New (and Experienced) Managers Can Support the Change Process « Emergent Insights, Pingback: » Methods for Overcoming Change Resistance, Pingback: Blog 4 Leadership and change | culcmabaohang.wordpress.com, Your email address will not be published. It is published by Emergent, a consulting firm headquartered in Denver and serving Fortune 500 clients across North America. Stakeholder resistance, if it gains a foothold on a large scale, can threaten to derail even the most positive change effort. Change management is not just a tool for managing resistance when it occurs; it is most effective as a tool for activating and engaging employees in a change. Handling that resistance well can make change go smoothly – you can get more support, better results, and higher ROI. Training dates for 2021 programs are now available! While resistance is the normal human reaction in times of change, good change management can mitigate much of this resistance. resistance to change… While making some research observations in a factory Another participative strategy is to employ socialization, putting people before practice and ensuring that shared values crush resistance to change. These change management plans all focus on moving individuals through their own change process and addressing the likely barriers for making the change successful. ADKAR is a powerful diagnostic tool that can be quickly and easily applied by change management teams, managers and frontline supervisors in formal assessments or in casual conversations. The moral here is: if you do change management right the first time, you can prevent much of the resistance from ever occurring. Human beings can adapt their behavior, but it is a difficult and painful process—even for the brain itself. He and his team partner with Fortune 500 and mid-market companies to deliver successful people and change strategies. The resistance management plan provides specific action steps for understanding and addressing resistance. Frontline employees will understand the "why" behind the change and see the commitment from leaders throughout the organization. For the best experience on our site, be sure to turn on Javascript in your browser. They need to be delivere… However, if they are openly supportive of and advocating for a particular change, these behaviors will also show up in how employees react to the change. It is simply human nature to counteract a… Ultimately, it takes action by leadership in an organization to manage resistance. This revision video summarises the six methods of overcoming resistance to change identified by the work of Kotter & Schlesinger. The change management resource can help to enable the "right" resistance managers by providing data about where resistance is coming from, likely root causes of resistance, potential tactics for addressing resistance and tools to identify and manage resistance, but the "right" resistance managers must take action to address objections and move employees forward in the change process. Resistance to change is inevitable as there are many parties who stand to lose from change and apart from the status quoists there are vested interests who would oppose change. Participants cited that much of the resistance they encountered could have been avoided if they applied solid change management practices and principles. This phase also includes the top ten steps for dealing with resistance to change, which can be a powerful tool for managers and supervisors in the organization. The best way to identify the root cause of resistance is through a personal conversation between a resistant employee and their supervisor, which leads us to the final tip for managing resistance. Going through the transition state – experience of being in an unknown or changing environment 3. Welcome! Leaving the current state – perception that something is being taken away 2. Incorporate these as part of the change management strategy for your next major company project. 1Adapted from Kotter & Schlesinger Choosing Strategies for Change (1989). Recognise resistance. Following are six classic strategies 1 for dealing with change resistance (in order from least to most extreme) – use them to develop action plans that address the resistance within your organization. Sorry, your blog cannot share posts by email. Managing resistance is ineffective when it simply focuses on the symptoms. Learn from thousands of change management practitioners by following these five tips for managing resistance to change. This in-depth research study adds to existing research in the field by diving deeper into particular facets of resistance management. I am also the developer of organizational tools: Change Accelerator and Rocket Manager. The result is inevitable: your own reaction is often to resist the resistance. Change is not always experienced as pleasant and it often leads to resistance in organizations. The first strategy to overcome resistance to change is to communicate. Even if the solution a project presents is a wonderful improvement to a problem that has been plaguing employees, there will still be resistance to change. Can be too expensive in many cases if it alert others to negotiate for compliance. Where someone or some group will clearly lose out in a change, and where that group has considerable power to resist. Change management best practices research provides a nice starting point for understanding the root causes of resistance. Individual resistance comes from the people who are affected by the change and often arises from fear of the unknown or concerns about loss of status or perceived lack of skills to manage in the changed situation. Once you know what types to look for, you will be better equipped to spot change resistance in your organization. Do not be surprised by resistance! Honest communication about the issues and the proposed action helps people see the logic of change Effective education helps address misconceptions about the change, including misinformation or inaccuracies Education and communication are unlikely to achieve very short-term effects. There are many proactive steps that can be used to address and mitigate resistance that should be part of the change management approach on a project. The change management team or resource can do much of the leg work in understanding and addressing resistance, but the face of resistance management to the organization is ultimately senior leaders, managers and supervisors. Prosci’s Best Practices Research has identified three strategies for managing resistance to change. These tips are taken from Prosci’s change management best practices research, conducted over the last two decades: Much resistance to change can be avoided if effective change management is applied on the project from the very beginning. CHANGE Change is alteration of status quo. Which of the following methods of managing resistance to change … This simple activity targets the top cause for resistance (lack of awareness) and can ultimately prevent much of the resistance a project experiences. They are the closest to the frontline employees who ultimately adopt a change. However, try letting your employees initiate the conversation. [9] Whether or not the levels of strategic and organization change are perceived as logically consistent with each other also affects the extent to which organizational members reject or accept and buy into change. The resistance management plan is one of the five change management plans you create in this phase, along with the communication plan, sponsorship roadmap, coaching plan and training plan. Emergent Journal is a collection of business articles containing practical methods, tools, and tips for driving change and implementing business strategies from a people and change perspective. Download the executive summary for a sample of the insights and lessons learned. Formally addressing resistance ensures that it is understood and dealt with throughout the lifecycle of the project. When asked to identify the primary reasons employees resisted change, study participants identified the following root causes: With the knowledge of these primary root causes, change management teams can adequately prepare a compelling case for the need for change that is communicated by senior leaders in the organization. >> Download the Stakeholder Engagement Strategy Tool Pack to help you analyze and prioritize your initiative’s stakeholders, identify appropriate stakeholder engagement methods, and develop a tactical stakeholder engagement plan. Following are six classic strategies1 for dealing with change resistance (in order from least to most extreme) – use them to develop action plans that address the resistance within your organization. Reducing Teacher Resistance to Change and Innovations Hayal Koksal (Ph.D.) Part-Time Instructor, Boğaziçi University, Istanbul, TURKEY Visiting Fellow, Kingston University, London, UK Director General, (Turkey), World Council While Project teams and change management teams should work to address resistance and mitigate it, but they should never be surprised by it. Resistance can occur at any of the three states and be rooted in specific concerns relevant to each state: 1. A. The Editor of Emergent Journal and founder of Emergent, Jesse is a recognized expert in business transformation. Benchmarking data shows five key roles of managers and supervisors in times of change, and two of these roles are directly connected to managing resistance to change: demonstrating support for the change and identifying and managing resistance (read more about the five roles of managers and supervisors). You can use additional benchmarking findings and your own experience with change in your organization to craft a list of likely root causes with activities to address and mitigate each one. Sometimes it is a relatively easy way to avoid major resistance. Based on whether or not people are aware of their actions (conscious or unconscious) and whether they are acting openly or not (covert and overt), we can define four types of resistance to change: 1. The survivoris intent on ignoring the pro… Don't pretend it's not happening - it will not go away, but will quietly fester and grow to be much bigger than it really is. Listed in MERLOT WorkplacePsychology.Net is honored to be listed as a peer-reviewed resource in MERLOT (Multimedia Educational Resource for Learning and Online Teaching), a digital library for instructors using … 3. Some might even try to secretly or overtly undermine the change. There are best practices for managing change that can help, but unfortunately, few of us get any training in handling resistance. JavaScript seems to be disabled in your browser. 4, No. If they are neutral to or resistant to a change, chances are that their employees will follow suit. Remember, though, you must address resistance from managers first before asking them to manage resistance. I like to explain these strategies using a health care analogy. Strategies for Managing Resistance to Change, Adapted from Kotter & Schlesinger Choosing Strategies for Change (1989), Demystifying IT Organizational Change Management (White Paper). If you want to learn more about organizations, leadership, and change, you are in the right place. Resistance is addressed in all three phases of Prosci's 3 Phase Change Management Process: During the creation of the change management strategy, generate anticipated points of resistance and special tactics to manage them based on readiness assessments. In the final phase of the process, you collect feedback to understand employee adoption and compliance with the new workflows and processes prescribed by the change. Job loss is a major reason that employees resist change in theworkplace. When the project is getting started, be proactive and specific about where resistance is likely to come from and the likely objections that drive this resistance. Practical methods for overcoming change resistance. For the best experience on our site, be sure to turn on Javascript in your browser. In many cases, this will prevent resistance from occurring later in the project when it can adversely impact benefit realization, project schedules and budget. This is important because unless you are able to understand th… I am the editor of this blog and founder of Emergent, a consulting firm specializing in business transformation and strategic change management. Effective resistance management requires identification of the root causes of resistance—understanding why someone is resistant, not simply how that resistance is manifesting itself. It moves managing resistance to change from simply a reactive mechanism to a proactive and ultimately more effective tool for mobilizing support and addressing objections. © Emergent LLC | www.EmergentConsultants.com. In order to submit a comment to this post, please write this code along with your comment: ede607bd89934b857056e26160996cb4. Much resistance to change can be avoided if effective change management is applied on the project from the very beginning. Prosci uses the terms Current State, Transition State and Future State to describe the three states of change. or WIIFM), Employees who are highly invested in the current way of doing work, People who created the current way of doing work that will be changed, Employees who expect more work as a result of the change, Those who advocated a particular alternative, say Option B, when Option A was ultimately selected, People who have been very successful and rewarded in the current way of doing work, Lack of awareness of why the change was being made, Organization’s past performance with change, Lack of visible support and commitment from managers. While they are more evident, focusing on these symptoms will not yield results. Since all organizations function in dynamic environments, they constantly have to change themselves to succeed. Resistance prevention: The most effective health care strategy is to promote wellness and support people to adopt healthy lifestyles that can prevent illness. 693 694 Resistance to Change, Managing Table I Active and Passive Resistance Active resistance Passive resistance Being critical Fault-finding Ridiculing Appealing to fear Using facts selectively Blaming/ accusing Sabotaging If senior leaders are not committed to a change or waver in their support, employees will judge the change as unimportant and resist the change. Don't shoot the messenger.Just because someone has spoken out, don't assume they are the only one resisting - there may be many more quietly agreeing with them. All too often, a project team will reflect back on resistance and say, "We knew that group was going to resist the change," but nothing was done to address this upfront in the project. Open it up for discussion.Often easier said than done but if you recognise resistance, then ask questions and find out about it. 94. Resistance is a natural response to change and can be destructive; but resistance can also be constructive and improve change outcomes. Capturing and leveraging the passion and positive emotion surrounding a change can many times prevent resistance from occurring—this is the power of utilizing structured change management from the initiation of a project. Required fields are marked *, Notice: It seems you have Javascript disabled in your Browser. So, instead, we come to fear it. Post was not sent - check your email addresses! Resistance to change is a growing problem for organizations around the world, especially given the level of change we’re all experiencing today. When preparing for resistance, spend time before the project launches to look at likely sources of resistance. Prosci's 3 Phase Change Management Process, Do change management right the first time, Utilize a structured change management approach from the initiation of the project, Engage senior leaders as active and visible sponsors of the change, Recruit the support of management, including middle managers and frontline supervisors, as advocates of the change, Communicate the need for change, the impact on employees and the benefits to the employee (answering "What's in it for me?" Research on the function of the brain shows that resistance is not only a psychological reaction to change but actually a physiological reaction (see the "The Neuroscience of Leadership" by David Rock and Jeffrey Schwartz for more information). A final note on resistance to change: resistance is ultimately an individual phenomenon. People want to be heard, and giving them a chance to voice their opinions will help alleviate the frustration they feel over the situation.What’s more, your employees thoughts, concerns and suggestions will prove wildly valuable to steer your change project. The Prosci ADKAR® Model and an ADKAR assessment also enables you to home in on the root cause of resistance by identifying an employee’s barrier point and addressing that root cause. To help with this change, they have given all employees a bonus of 10% and an option to pick their days of leave from weekdays. Also, be sure to check out Nine Strategies for Overcoming Change Resistance and How to Prioritize Stakeholders to Ensure a Successful Change Program. Jesse is the creator of the Accelerating Change & Transformation (ACT) model and developer of Change Accelerator and Rocket Manager. While research and analysis can identify broadly the root causes for resistance, it is important to ultimately address resistance by individuals at the individual level. John Kotter and Leonard Schlesinger developed six change approaches to minimize resistance and they set out six approaches to deal with change resistance. These are some likely sources of resistance for most any project: These groups are likely sources of resistance and should be addressed proactively in the project lifecycle with targeted tactics for mitigating these objections. Results from the 2013 benchmarking study showed some important themes in the top reasons for resistance (reaffirming the results from previous studies). But managing change is very challenging & complex and great amount of care should be taken while making change. 93. Participants in Prosci’s 2013 benchmarking study commented on the fraction of resistance they experienced from employees and managers that they felt could have been avoided with effective change management (see below). Full explanation of this strategic change framework, where and how it can be used. Maurer’s 3 Levels of Resistance to Change are: I don’t get it, I don’t like it, and I don’t like you. The physiological reaction when presented with a new way of doing something is to revert back to what the brain already knows. Managing resistance to change is an essential part of any organizational change strategy. Change Management: preparing, equipping, and supporting individuals to successfully adopt change in order to drive organizational success and outcomes. At a high level, senior leaders can help mitigate resistance by making a compelling case for the need for change and by demonstrating their commitment to a change. 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