There are several factors which can severely impede progress when trying to implement change. Here, we'll take a look at some of these problems - resistance, ignorance and denial - and describe what proactive steps can be taken to counteract them.
When people hear change management in the workplace, their initial reaction is anxiety, reluctance and fear mixed with some curiosity. Change management is not something that should be taken lightly, by either management or the people involved. It can be a sensitive issue in deeply conditioned IT (or any) organizations that have functioned thusly for so many years and want to continue functioning as they are – regardless of the outcomes. This 2-part series will touch on some suggestions you can try when implementing change management and change management strategies. The areas covered will include:
- Resistance
- Ignorance or Denial
- Negativity
Resistance
With change, comes resistance. Regardless of how clear and concise your change management plan is, you will find varying levels of resistance and people questioning the motive for change.
Resistance (and almost rejection) is easily spotted in forms of direct or indirect challenges, lack of acknowledgment or action, open hostility or ignorance. To combat resistance, you first have to understand where the resistance is coming from and why. It is not as easy as sitting people down in a room to open up to you and explain why they think the change is unnecessary and a waste of time. A few techniques to try:
- Get buy-in. When people accept and understand what is going on, they are more likely to act upon it. Getting buy-in is one of the most difficult things to achieve in relation to change management, but it is critical because it is the hurdle that either makes or breaks the project.
- Use change agents. If you can identify a few key players who sit on the fence with change, they can better relate to the other resistant members and either fight with you or against you. You need these people on your side. It is crucial to get them to understand how this change will eventually help them better perform their job or how it benefits them.
- Foster openness and two-way communication. Ask for suggestions on how this change can propagate. When people feel they have control of the situation, they are more likely to accept it. Not only that, everyone thinks their own suggestions are appropriate (or else they would not have suggested it in the first place), so actually consider using some of these suggestions.
- Be transparent. It is human nature to fear what you don’t understand – especially if it seems like a threat to you. Be as transparent as possible. Start from the beginning and lay down all the details. No one will win and garner continual respect from secrecy. People will question you and managements’ motives if you are not completely transparent with your own organization.
Continue on to page 2 where we will discuss how ignorance and denial can be minimized in change management.
The Challenges of Bringing Change to an Organization and How to Overcome Them
Bringing change to an organization with a set culture and business processes has its own set of challenges. These challenges and some suggestions to overcome the introduction of change into an IT organization have been outlined here to help individuals and organizations move forward.