Leadership
•Download as PPTX, PDF•
0 likes•36 views
This document discusses employee resistance to change and provides strategies for managing change. It finds that employees may resist change due to fear of the unknown, loss of control, competence or support systems. Specifically, it identifies that 40% of employees feel fearful and distrustful of changes while 30% feel uncertain. The document recommends that managers involve employees in discussions, acknowledge emotions, provide clear communication and objectives, and celebrate successes to help guide employees through the change process.
More Related Content
What's hot
What's hot (20)
Similar to Leadership
Similar to Leadership (20)
Recently uploaded
Recently uploaded (20)
Leadership
- 1. 1
- 2. 2 New Normal ONE – MAN – BAND GANG TITLE DESIGNATION POWER NO NO NO
- 3. The Result Of Change… ! 15% Angry 40% Fearful & Distrustful 30% Uncertain but Open 15% Hopeful & Energized
- 4. . Resistance 4 Some employees resist change because they are just hesitant to try new routines, so they express an unwillingness to learn anything new Employee may worry about working in a new team or on unfamiliar projects because they fear that if they try and fail, there will be no one to support them Being asked to change the way employee operates daily, may make him/her feel powerless and confused
- 5. Resistance 5 What they did in the past if worked well for them, they may resist changing their behavior out of fear that they will not achieve as much in the future If you can’t communicate what, why, how, when, who and what success will look like, then, expect resistance! All these means staff employees will resist the changes that result in their roles being eliminated or reduced.
- 6. The Result Of Change… ! 15% Angry 40% Fearful & Distrustful 30% Uncertain but Open 15% Hopeful & Energized • Loss of Control • Loss of Job • Shock and Fear of the Unknown • Lack of Competence • Loss of Support System • Bad Communication Strategy
- 7. Mindset Unless you are a member of the Executive Team, or have an Executive Team that believes in truly collaborative consultation prior to implementing change, it is likely that the majority of the major changes that take place will feel like they are being imposed upon you and your team. That Are Often Imposed
- 8. This means that, even though you may not be running the change, there will be a need for your team(s) to be guided and lead in such a way that their morale is maintained, productivity continues and they feel that there is someone who has their interests at heart. Need And Which Need Leadership
- 9. First Decide MANAGERS LEADERS Deal with the Status Quo Work in the System React Control risks Enforce organizational rules Seek and then follow direction Control people by pushing them in the right direction Provide instructions Hear their staff talking Deal with Change Work on the system Are proactive Seek Opportunities Challenge organization rules Provide a vision to believe in Motivate people to achieve the right goals Coach and empower staff to act Actively listen to their staff
- 11. Rule#1 “TREAT OTHERS AS YOU WOULD WANT TO BE TREATED & NEVER FORGET THE INDIVIDUAL” And Communicate Effectively.. Treat your team as adults, not teenagers Be open, honest and transparent Actively listen Consider your use of language Be visible; Don’t hide in your office Use appropriate media Consider frequency of message Define ‘WHY’
- 13. 13 THE MONKEY STEP LADDER EXPERIMENT
- 14. DREC Denial Resistance Exploration Commitment • Set clear objectives • Reinforce the reasons for change • Be visible • Involve staff in discussions about the change • Acknowledge emotions • Continuous communication • Active listening • Stay positive • Identify & highlight opportunities • Celebrate successes • Delegate responsibility • Call out behaviors • Maintain communications • Focus on actions • Look forward • Build on their excitement • Get them involved • Use positive staff • Celebrate Success • Ask them to share what they think of the change
- 15. Set The Example! Define Propose Consult Confirm Action Follow Up • Articulate Requirements • Create Proposal • Deliver Proposal • Message to wider population • Talk to impacted employees • Be prepared to adjust the proposal • In line with project plan • Reinforce with measures & rewards • Confirm with employees any changes made • Confirm the timeline for the changes Go With The Flow And…
- 16. Golden Rule Always Remember Rule #… “TreatOthersAsYou WouldWantToBe Treated&Never ForgetThe Individual”
- 18. Neal Creative | click & Learn moreNeal Creative ©
Editor's Notes
- Leadership is not about a title or a designation. It's about impact, influence and inspiration. Impact involves getting results, influence is about spreading the passion you have for your work, and you have to inspire team-mates and customers.
- 4. Loss of Control: This is a key reason why employees resist change. Familiar routines help employees develop a sense of control over their work environment. Being asked to change the way they operate may make employees feel powerless and confused. People are more likely to understand and implement changes when they feel they have some form of control. Keeping the doors of communication open and soliciting input, support and help from employees lets them know that their contributions matter. Involve them, elicit their feedback, let them volunteer for participatory roles in the change and all of these in turn, will help give them a sense of control during periods of change. 5. Lack of Competence:This is a major reason why employees resist change. This is a fear that is difficult for employees to admit openly. But sometimes, change in organizations necessitates changes in skills, and some people will feel that they won’t be able to make the transition well. Therefore, the only way for them to try and survive is to kick against the change. Some employees resist change because they are just hesitant to try new routines, so they express an unwillingness to learn anything new. They say things like, “I already know all that I need to know to do the job,” or “I am good at what I do why rock the boat.” Resisting employees who have already made up their minds that the change won’t work or who are reluctant to learn something new will impede the organization’s growth and adaptation to change. Frankly, they also hinder their own personal growth and development. 6. Loss of Support System: Employees already in their comfort zones, working with the managers they get along with, and who are operating within predictable routines know their support system will back them up during challenging times. Changing the organizational structures may shake their confidence in their support system. They may worry about working for a new supervisor, in a new team, or on unfamiliar projects because they fear that if they try and fail, there will be no one there to support them.
- 4. Loss of Control: This is a key reason why employees resist change. Familiar routines help employees develop a sense of control over their work environment. Being asked to change the way they operate may make employees feel powerless and confused. People are more likely to understand and implement changes when they feel they have some form of control. Keeping the doors of communication open and soliciting input, support and help from employees lets them know that their contributions matter. Involve them, elicit their feedback, let them volunteer for participatory roles in the change and all of these in turn, will help give them a sense of control during periods of change. 5. Lack of Competence:This is a major reason why employees resist change. This is a fear that is difficult for employees to admit openly. But sometimes, change in organizations necessitates changes in skills, and some people will feel that they won’t be able to make the transition well. Therefore, the only way for them to try and survive is to kick against the change. Some employees resist change because they are just hesitant to try new routines, so they express an unwillingness to learn anything new. They say things like, “I already know all that I need to know to do the job,” or “I am good at what I do why rock the boat.” Resisting employees who have already made up their minds that the change won’t work or who are reluctant to learn something new will impede the organization’s growth and adaptation to change. Frankly, they also hinder their own personal growth and development. 6. Loss of Support System: Employees already in their comfort zones, working with the managers they get along with, and who are operating within predictable routines know their support system will back them up during challenging times. Changing the organizational structures may shake their confidence in their support system. They may worry about working for a new supervisor, in a new team, or on unfamiliar projects because they fear that if they try and fail, there will be no one there to support them.
- Always Remember to Communicate Effectively