7 Strategies for Overcoming Resistance to Change
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- čas přidán 6. 06. 2016
- Originally posted: forwardfocusinc.com/inspire-le...
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Recently I discussed the challenges and attributes of high performing teams. In modern organizations with flatter hierarchical structures, these high impact teams are smaller, more agile, and themselves structured to benefit from individual specialization without regard for a ‘pecking order’. Even though these teams are designed to provide maximum flexibility in a constantly changing environment, it is likely that an organization will still experience resistance to change.
Overcoming resistance to change in the workplace doesn’t have to be a constant battle. Even though change is ever present, both in the market and within organizations transition does not need to be a struggle, especially regarding those that will help the team in the long run. With a forward looking and proactive strategy, resistance to change is first reduced and then eliminated.
7 things to do to eliminate resistance to change
Leadership is an organizational imperative when managing change, and leaders who inspire a cultural shift in their staff have the greatest success in managing change. In a 2013 PwC survey, nearly two thirds of staff surveyed felt that a top leader is in charge of change management and almost half felt that top leaders should be in charge of cultural change. The good news here is that the same number of people who felt that cultural change is also their responsibility.
The bad news is that only 14% saw any responsibility for change management falling on their shoulders. The harsh reality is that effective change is determined by having in place a corporate culture conducive to change. It is here that inspirational leadership in flat hierarchical structures is, perhaps, at its most potent.
Here are seven strategies for overcoming resistance to change in the workplace:
1. Structure the team to maximize its potential
Give team members appropriate roles and responsibilities that use skills to their best advantage, while also providing the potential for personal and team development.
2. Set challenging, achievable, and engaging targets
Be clear in guidance about goals and targets. Break change projects into smaller milestones, and celebrate achievements. Goals should be seen as progressive and in line with values and beliefs.
3. Resolve conflicts quickly and effectively
Utilize the seven methods of care-fronting to regulate and control communicative breakdowns. Encourage openness and honesty and engender an environment of mutual trust and respect.
4. Show passion
Communicate passionately and be an example of belief in the future vision. When other people see leaders’ behaviors emulating those required by change, they more quickly come into line with the new behaviors and become change advocates themselves.
5. Be persuasive
Engage employees in change by being an energized leader. Focus on opportunities and persuade rather than assert authority. Share experiences as you persuade change through stories that focus on positive change.
6. Empower innovation and creativity
Give opportunities for feedback and remain flexible as you alter course toward your change goals. Encourage people to be creative, discover solutions to unfolding problems, and to become part of the change process. The process is difficult for everyone involved, and your team will be more invested with solutions they have created themselves, rather than those dictated to them.
7. Remain positive and supportive
People find change unsettling, even though change is a constant in personal lives as well as professional environments. They will need the support of a positive leader who inspires free thought, honest communication, and creativity as personal and team development is encouraged.
Employees expect leaders to manage change. Inspirational leaders create a culture where change becomes the responsibility of all.
Contact Forward Focus today to discuss our Management Development Series, including our Energy Leadership Program that helps develop high performing managers into inspirational leaders.
Resolving conflict is very important in every situation! Thanks for this informative video. Cheers!
Very simple and straight forward - thanks for sharing...
It's so important to show passion and support in time of change!
The videos are very useful for teacher educator to give training on innovation and change .It clearly reflects why people regist innovation and also the strategies to over come rhe problems
It is a blessing for those who are in teaching community
thank you so much. what an amazing and useful video. You've even been nice enough to put subtitles in the comments section so I don't have to type myself
Thanks for sharing 🙏🏻
What program/app was used to make this video?
Good video!
This is so helpful. Thanks so much for sharing!
Great video! A focus on changing systemic racism in organizations has long been overdue!
Systemic racism? Where??
Lovely
Appreciate it thanks
The "doodling" hand is a huge distraction. I had to re-play this with my eyes closed to get the message.
Todays corporate culture is all about antagonizing those who have developed higher intuition in a field. Chane isn't usually necessary, but used as a weapon against those with an ideology in line with empirical intuition. But if skills and protocols are constantly changed, those with strengths towards the development of intuition are filtered out of the system, in favor of rationalistic types, who have long indulged in what amounts to little more than glorified short term memory skills. Hopefully, in the future, corporations can and should be conservative when it comes to change.
💗💯
Ill advised! People are not stupid! Simply get managers out of the way!
Hmm interesting idea. But how can manager help instead of hurt the team in time of change?
The music is so distracting!!!! Does not fit the topic at all.
Really? imho telling people to be inspirational, energetic etc is both obviously correct and basically useless. Resistance to change is seated in group and individual behaviours, in evaluation of the known (history) and the uncertain (future) and more. Individuals and groups take a journey with describable features. Meaningful strategies to overcoming resistance have substance that the beautifully produced video doesn't deliver - maybe that is to be a funnel? "Now we have your attention come see the content of value thats on our web"? Or maybe the advice stays at the level of "well now I think about it I already knew that. The problems are deeper than the solution description delivers".
As always, theories are easier to say than done...
I hate these types of videos or articles that promote 7 this, 10 that, 15 others, etc. without a systematic way to help remember them. This video shows no connections between the items either. This is just pure clickbait. I can't believe UoPeople suggested these crap.
What the fuck! Sound of a girl but hand writing of man 🤔🤔