How Can We Management Resistance to Change?

While change is inevitable, especially in the workplace, persons often resist change. The truth is, change is not to be feared and in this previous article, you can learn more about embracing change.

If you are leading or part of a major change, you should plan for some level of resistance to its implementation.

Resistance to change is the reluctance of people to adapt to change. This opposition can range from expressing their stance publicly to passive actions such as withholding information.

Before you can effectively manage the resistance, you must examine the drivers that influence an employee’s resistance to change. This includes the physical and emotional reactions caused by the uncertainty of success and fear of the unknown of the future state.

The goal of resistance management is to mitigate the impact of resistance. It is important to mindful that not all resistance can be avoided. Outlined below are some strategies that can help guide resistance to change.

• Identify areas of likely resistance by reviewing the stakeholders and analysing their level of impact and influence on the change you will be undertaking
• Conduct change readiness assessments to see how prepared persons are for the change
• Develop resistance management strategies based on stakeholder group, influence and the kind of impact the change will have on each group
• Progressively monitor and track resistance through various engagements such as one-on-one meetings, focus groups, knowledge transfer sessions etc.

The Government of Jamaica has developed a framework for managing change in the public sector and this resource will be made available soon.