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28.08.2014
Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections.
The vast majority of companies continue to just hope that employees of their change initiatives will simply embrace the changes thrust upon them. Change management require a compelling change story, communicating it to employees and following it up with ongoing communications and involvement. Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes. Driving and managing change will remain the number one priority for leaders according to a recently published study.
All too often organizations announce big changes and new programs with big events and fanfare, but then very little actually happens. Journalists dig for information, and items can run in the media before employees hear about them.
Failure to create a strong sense of urgency causes a change movement to lose momentum before it gets a chance to start. Organizational change will be extremely difficult in most cases if managers rely only on making a case to the rational, analytical, problem-solving side of the brain. Managing resistance to change is challenging and it’s not possible to be aware of all sources of resistance to change. One of the biggest mistakes you can make in initiating major company changes is to expect that everyone’s reaction will be even remotely like yours.
Regardless of the catalyst for the change, it will be your employees who determine whether it successfully achieves its desired outcome. Change management communications need to be targeted to each segment of the workforce, and delivered in a two-way fashion that allows people to make sense of the change subjectively.
All change in organizations is challenging, but perhaps the most daunting is changing culture.
Organizations usually have networks and coalitions of people that are not visible on the formal organization chart.
Leaders must actively involve the people most affected by the change in its implementation. Creating a higher level of performance, lowering cost, raising quality, carving out a new relationship to the market always requires a mix of decisions and behavior change. An important part of sticking to the vision is to create opportunities to achieve smaller goals along the way.
If you declare victory too soon, the focus will be taken away from your efforts, and all traces of your hard work could soon disappear. Doing things again the same way as you did before when even then they didn’t work properly.
The practicality and simplicity of the outlined change management mistakes is most appreciated! Hi Rick, I like your list also, after having read through the list – I think number 7 need to be addressed further. Also we need to consider the fact that not all have a negative reaction to change and that it is individually on how fast one person slide through the phase in the graph – the positive reaction to change – because if we don’t, we risk losing some important people on the way towards achieving the new stage. In many situations the need for change is driven by top management due to lackluster performance, and most of the management layers below are not driving the change (because they often lack the knowledge, which the employees have, to know HOW they can dramatically improve the performance), but instead middle management is often only trying to reduce the impact of the change that is forced upon them. In other words, I often see that the top decides HOW we are going to change, instead of setting PERFORMANCE objectives and involving the rest of the organisation on how this should be done. Change programs that succeed put an equal emphasis on both performance and health in answering seven basic change management questions that should shape any change program: Where are we?
Leading your company through change has become different from how it was ten to twenty years ago. Many leaders excel at building the rational case for change, but they are less adept in appealing to people’s emotional core. Successful transformation also generates “soft” benefits, such as trust, new organizational capabilities, and emotional commitment among employees.


Change management is no longer a term that denotes only operational improvements, cost efficiencies and process re-engineering. In today’s business reality the level of complexity and the increased rate of change cause challenges for many leaders. The most general lesson to be learned from the many studies is that organizational culture is the most common barriers.
Some aspects of organizational culture are visible on the surface, like the tip of an iceberg, while others are implicit and submerged within the organization. Because these ingrained assumptions are tacit and below the surface, they are not easy to see or deal with, although they affect everything the organization does. Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy to address these factors. Change management, process improvement, new directions – call it what you wish, but avoid these common mistakes! Social media can play a vital role in how a company goes about its change management decisions – it can be an important “vehicle” to facilitate better and faster change management. The following picture shows you what Disk Management may look like when its view is changed. Step 2: Click View on the Menu bar, tap Top in the View menu and choose the item to show on the top part from Disk List, Volume List and Graphical View. Step 3: Tap View, select Bottom in the menu and choose Disk List, Volume List or Graphical View in the sub-menu to show it on the bottom.
Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy.
Even a “small change” like the cartoon shows can have disastrous consequences if everyone isn’t on the same page. When this Change Leader makes changes which is often the weak leave because change and forward thinking is not in their wheel house. Establishing a true sense of urgency without creating an emergency is the first objective achieved to overcome the routine of daily business. Instead, they must also make an emotional case for change and align the rational and emotional elements of the appeal.
People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed. Expecting that there will be resistance to change and being prepared to manage it is a proactive step.
When people in an organization realize and recognize that their current organizational culture needs to transform to support the organization’s success and progress, change can occur. This will help ensure employees at all levels of the organization embrace the proposed changes. Like any business operation, It also calls for the right skills and resources, Organizations often simply fail to commit the necessary time, people, and resources to making change work.
Break down your vision into smaller short-term goals, and communicate short-term successes at each opportunity.
These small successes will not only work directly toward achieving the desired change, but will create positive feelings of accomplishment and the drive to pursue the next goal. Successful companies consistently re-evaluate their change efforts to determine where other areas can be improved, such as employee development and retention, new projects and new systems and structures. I would rather think, the challenge may vary from complete lack of communication to lack of change communication to appropriate impacted parties at detailed level as needed.
Furthermore we need to look at their current mental state (Stress on workplace, at home etc.) you could call it the personal stamina towards change) and then we have to look at how they imagine the future after the change process has taken place – is it attractive enough and does the change process insure the right level of involvement and influence on their own job situation).
These people will be the strong ones that can’t see themselves in the “new tomorrow” and therefore will leave the organization. If a change is not realistic, or you have a high priority project I have found people find ways to work around changes being made. Change management has become a much bigger, more interwoven part of the overall business fabric – an embedded leadership requirement that plays into everything that we do, every day, and how we go about getting things done, regardless of hierarchy or rank. Motivating people to change direction, building new strategies, transforming business models, and adopting new ways of collaboration.


Nearly 70 percent of changes fail, by some estimates, resulting in financial loss and employee cynicism. In this world where technology has advanced with leaps and bounds and there is not much that is new to be offered to the customer, content is one tool that is being used time and again to bring out the various facets of services and product to entice the customer. If you are wondering how to make it, this article illustrates the method to change Disk Management view in Windows 10 computer for your better reference.
Does anyone else out there agree that organizations would benefit from an increased awareness of how change management delivers results? When the Company has a Change Leader at the helm the company is used to Change and their is little to no resistance. Do they feel a sense of crisis, a “burning platform?” If not, how can you create it? It’s far better to anticipate objections than to spend your time putting out fires, and knowing how to overcome resistance to change is a vital part of any change management plan.
Leadership, on the other hand, is hard to teach, springing as it does from many personal qualities. Behavior change asks people to act differently, gain new skills, or shift the organization’s culture. Paradoxically, successful behavior change often demands the very skills the change Is trying to create. I agree with your advice, but I don’t believe that resistance has to go with the territory.
Also, i have noticed that it is critical, especially on large scale transformation efforts to have an exclusive change manager or a Management of Change lead. This altogether will if discovered prior to the large change processes, give the organization a huge advantage towards avoiding failure.
Beginning change without the commitment and critical mass of the most senior stakeholders affected by the change can often lead to difficulties and demotivation later. Change leadership requires a specific skill set that is quite different from the project management skills. Any organization that will not make changes risks being left behind, forgotten, risks competitors driving them out of business or faces possible closure.
In most of the cases organizational-change failures are driven by … negative employee attitudes and unproductive management behavior. And, compared to the great quantity of management tools, few leadership tools are available to the manager.
Getting people to change their behavior requires a different mindset and a different set of leadership skills than making decisions about strategy.
When change management is left to the project managers, it often becomes a deliverable rather than a component that drives the change within the organization. Fully utilizing the Change Manager’s talent, tools, and processes may seem tedious at first.
In Collins’ book, good to Great, he discusses great organizations that are so good at keeping people in the loop regarding goals, threats, opportunities, etc. It is also refreshing to see that there are people who do not see a drop in morale during a big change as a negative! This may not always be an option, especially if a vendor contract is involved, however it should be monitored and encouraged as soon as possible. But using a consistent process is an investment in success because at the end of the day, every improvement or innovation is dependent on people being willing to adopt the changes required.
Too often leaders miss the importance of pre-planning so that every stakeholder can see 9and feel) why a change is needed.




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