Are We Really So Resistant To Change?

• Different people react differently to change
• Everyone has fundamental needs that have to be met
• Change often involves a loss, and people go through the "loss curve"
• Expectations need to be managed realistically
• Fears have to be dealt with

The following the guidelines may help make the challenge of managing change less daunting:

• Understanding the behavioural response of individuals to change will make you more empathetic and less likely to misinterpret behavioural signals as resistance.
• Take the time to conduct individual interviews with staff to help them to produce a personal strategy for dealing with the change. It must be theirs, not yours.
• Give individuals opportunity and time to express their concerns. And listen! Do not interrupt by continually restating the company line.
• Help people to be aware of choices and options they have. Ensure that they have thought through the consequences of those alternatives.
• Where the change involves a loss, help them to identify what will or might replace that loss. Let them identify these. Avoid the temptation to “rescue” them.
• Be as open and honest as you can be, communicating as much information as possible as regularly as possible, but do not set unrealistic or overly optimistic expectations.

And finally, managers and leaders often struggle with change themselves. So if uncertain, consider Ology Business Coaching

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