Benefit Of Resistance To Change In Organization

Resistance To Change

Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. Resistance is an inevitable response to any major change.

In today’s economy, change is all – pervasive in organization. It happens continuously, and often at rapid speed. Because change has become an everyday part of organizational dynamics. Employees who resist change can actually cripple an organization.

1. Change is necessary: Leaders must ensure that their ideas will actually enhance the organization. It makes them ask themselves if the change aligns with and helps achieve the organization vision. Good change agents or change leaders will establish a business case for their change. It is natural for them or wonder what is in it for them. Resistance forces leaders to find out how the change will impact people. This can only be accomplished by communicating directly with employees early and often.
2. Take time to slow down prioritize, strategize, and create supporting plans: – Resistance to change forces us to slow down and create comprehensive risk plans. Risk must be analyzed and change management plan. Plans to help sponsor and managers, and a reinforcement plan.

RISK

1. Analysis: People can be considered a risk to project changes. The size and scope of the change as well as specific characteristics of the organization have to be looked at.
2. Communication Plans: The plan should be crafted to address the needs of all affected groups throughout all aspects of the project. Communication is one of the things everyone can do better.
3. Coaching plans for sponsors and manager: Sponsors and managers need to be told what is expected of them during a transformation coaching plans should be development to assist these key people.

REINFORCEMENT

1. Plans: A plan must be in place to reinforce new behaviors or people will revert back to their aid behaviors. Checks must ensure the new behaviors are in plans and positive checks should be rewarded.
2. Involve employees, listen, and gather feedback: Get employee involved early in the process to secure better solutions. This generates ownership and ownership minimizes resistance. Involvement further enhance their skills and abilities in continuous improvement which makes them more valuable employees. Everyone needs to listen more.

Listening provides feedback on results and returns was the idea good or bad?

Resistance to change is completely normal. Change leaders need to have to justify their reasons for change. Addressing these reasons and involving the workforce creates the best ideas.

REFERENCES

Berube, D. (2012). Resistance to change is a good thing.

Learning to change retrieved July 14, 2014.