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Resistant to change 2 copy (1)

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change management

change management

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  • 3.4.5.6 <br />

Resistant to change 2   copy (1) Resistant to change 2 copy (1) Presentation Transcript

  • Images of Managing Change Images Perspective on Resistance to Change Director Resistance signifies that not everyone is on board with the change program. Managerial skills can be acquired to overcome this. Resistance to Change Navigator Signs of Resistance: -Active -Passive Resistance is expected and represents different interests within the organization. It should be overcome but this is not always possible. Caretaker Resistance is short-lived and change will occur regardless of attempts to stop it. Coach Resistance is to be expected and managers need to show others that the resistance does not promote effective teamwork. Interpreter Resistance occurs when the change is not interpreted well or understood. The manager’s role is to clarify the meaning of change. Nurturer Resistance is irrelevant to whether the change will occur. Resistance is a matter of guesswork by the resistor. Images of Managing Change Why Change is Resisted? Managing Resistance 6-2
  • Resistance to Change Images of Managing Change Resistance to Change Signs of Resistance: -Active -Passive  Resistance is a very real and common issue that is faced by change managers during the process of change.  It can be considered “tridimensional” – made up of three components:  Affective: how a person feels about change  Cognitive: what they think about it  Behavioural: how they act or what they do in the face of change.  The behavioural response may take active or passive forms. Why Change is Resisted? Managing Resistance 6-3
  • Signs of Resistance: Active Images of Managing Change • Being critical • Intimidating or threatening • Finding fault • Manipulating Resistance to Change • Ridiculing Signs of Resistance: -Active -Passive Why Change is Resisted? Managing Resistance • Appealing to fear • Distorting facts • Blocking • Using facts selectively • Blaming or accusing • Sabotaging • Undermining • Starting rumours • Arguing
  • Signs of Resistance: Passive Images of Managing Change Resistance to Change Signs of Resistance: -Active -Passive Why Change is Resisted? Managing Resistance  Agreeing verbally but not following through (“malicious compliance”)  Failing to implement change  Procrastinating or dragging one’s feet  Feigning ignorance  Withholding information, suggestions, help, or support  Standing by and allowing change to fail 6-5
  • Why Change is Resisted? Images of Managing Change  Dislike of change  Discomfort with uncertainty Resistance to Change Signs of Resistance: -Active -Passive  Perceived negative effects of interests  Attachment to the organizational culture/identity  Perceived breach of psychological contract  Lack of conviction that change is needed Why Change is Resisted?  Lack of clarity as to what is needed Managing Resistance 6-6
  • Why Change is Resisted? Images of Managing Change Resistance to Change  Belief that the specific change being proposed is inappropriate  Belief that the timing is wrong  Excessive change Signs of Resistance: -Active -Passive  Cumulative effects of other changes in one’s life Why Change is Resisted?  Disagreement with the way the change is being managed  Perceived clash with ethics  Reaction to the experience of previous changes Managing Resistance 6-7
  • Managing Resistance Images of Managing Change Resistance to Change Signs of Resistance: -Active -Passive Why Change is Resisted? Managing Resistance  A “Situational” Approach:  this proposes six methods for managing resistance that should be chosen based on contextual factors. Method Context Education & Communication resistance is due to lack of information Participation & Involvement Resistance is a reaction to a sense of exclusion from the process Facilitation & Support Resistance is due to anxiety and uncertainty Negotiation & Agreement Resistors in a strong position to undermine the change process Manipulation & Cooperation Other methods are too time consuming or resource demanding Explicit & Implicit Coercion Change recipients have little capacity to resist; survival of the org. is at risk without the change 6-8
  • Managing Resistance Images of Managing Change Resistance to Change Signs of Resistance: -Active -Passive  The Resistance Cycle, aka “Let Nature Take Its Course”:  here resistance has four psychological states through which people progress – denial, resistance, exploration and commitment. This has implications for how managers may intervene.  “Creative Counters” to Expressions of Resistance:  this focuses on a micro-aspect of change – comments that might signal resistance and comments that managers may use to counter the expressed sentiment. Why Change is Resisted? Managing Resistance 6-9
  • Managing Resistance Images of Managing Change  Thought Self-Leadership: Resistance to Change  Tinkering, Kludging, and Pacing: Signs of Resistance: -Active -Passive  The “Power of Resistance”: ◦ Resistance to change can be overcome by influencing the perceptions of individuals that drive the way they react to change. ◦ This reconfigures existing business practices and models to make change successful. ◦ Resistance can be used to build support for change in the organization. 1. Managing Resistance 2. Embrace resistance, 3. respect those who resist, 4. Why Change is Resisted? maintain clear focus, relax, 5. join with the resistance. 6-10
  • Managing Resistance Images of Managing Change Resistance to Change Signs of Resistance: -Active -Passive  The Resistance Profile:  The likely resistors and their reasons for resistance  The likely strength of the resistors  The likely manifestations of the resistance  The potential for the resistance to undermine the change initiative Why Change is Resisted? Managing Resistance 6-11