How Organizations Resist Changeposted by Anna Mar, May 07, 2013
Resistance to change is like an iceberg, only a small fraction is visible. It's the part below the surface that's most disruptive.
Leading change should be easy if you have authority. Just order the change and it will be done.
The challenge comes as a little thing called resistance to change.
If your organization resists your strategy and plans — change management is your best friend.
Resistance to change can represent a significant obstacle. These methods of resisting organizational change only scratch the surface:
1. Open ResistancePeople in your organization openly refuse to support the change. Resistance may organize and use sophisticated marketing techniques. A leadership challenge may occur.
2. Political PowerPulling political strings to halt the change.
3. Talent PowerTalent who know that they're valuable to the organization openly refuse to go along with the change. If the organization makes an exception to allow talent to openly disregard the change, the change may lose momentum.
4. Political MayhemTriggering political battles designed to throw the change off course.
5. DenialPretending the change isn't real. Denial can create inertia that makes it difficult to gain momentum for change.
7. Required to FailStakeholders develop requirements or make decisions that are calculated to make the change fail.
8. Planned to FailPlanners develop impossible plans (e.g. an overly aggressive schedule).
9. Designed to FailDesigners develop improbable designs that are certain to fail.
10. QualityLow quality work products impede the change.
11. RiskRisks are taken that are designed to derail the change.
Next: What is Organizational Change Management?
Change management is often painful, political, emotional and error-prone. One powerful tool, that's often overlooked is change management principles.
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