Change management: 5 steps to manage resistance
There are many definitions of change management, but I read one lately that is quite exact, from the page MindTools:
“Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved . (…) Theories about how organizations change draw on many disciplines, from psychology and behavioral science, through to engineering and systems thinking. The underlying principle is that change does not happen in isolation – it impacts the whole organization (system) around it, and all the people touched by it.”
Indeed change management impacts the whole organization and all the people that work within it, therefore, it is relatively normal to find resistance. We are all human beings, we are all based on habits. We tend to think that is better what we know than something new, even if the old way does not produce further results. When suddenly you're told things must be done differently, your instinctive first reaction is resisting to it. It is absolutely normal, all experts agree.
However, for those of us who practice constant change management in our professional careers, in our companies, we know how important is to keep adapting to change and we must handle resistance from our own teams and management. Handling that resistance becomes then indispensable to make change successfully happen. If you are in that critical position where you are the only one adapting to change, or the one implementing changes in your organization, take into account just 5 simple steps for managing resistance at all levels.
1.-Always expect resistance, so handle yourself first. If you over-react defensively, the battle will be lost from the beginning. If you are already identifying certain mistrust to your innovative proposals, just make them aware you are not surprised by their reaction.
2.-Isolate all potential objections separately. Analyse and identify each single objection from each party. This way we can probe each objection separately until there is nothing to object about. In many occasions you will realize, it was only a matter of personal fear and there were no real objections.
3.-Address “needs” of those people involved in the change. Help them to realize change will cover their current needs but also future needs. Ensure they can move within a comfortable environment and they can retain friendships that makes them feel secure. Create a win-to-win circumstance and make them aware of their “win” if they embrace change.
4.-Always focus into the positive aspects of the change. Dissolve any negative wrong perceptions about change, for every time anybody mentions anything negative they are perceiving in the change, you must provide balance by suggesting a positive outcome.
5.-Design flexibility in the change, by incorporating phases and milestones in the plan. This also gives you the opportunity to do meetings for team-building whenever a milestone is achieved and celebrate together. It also helps the team to make up their mind of what is coming in the next phase.
Are you leading changes towards innovation in your organization? Have you found resistors with negative feedback and did not know how to handle them? Then, do not hesitate to contact us at International Business Coaching&Consulting; we are experienced in change management, because we improve business processes and support digital transformation and it all involves change. Our coaching approach and business know-how inherently involves resistance management. We will be happy to assist you and help change into your organization. Click here if you want to receive more information.
