Improvement, by definition, requires altering behaviors. And since most people show a reluctance to change, it follows that improvement efforts can be an uphill battle.
Let’s start by addressing 8 of the major reasons why people resist change.
So given that there is a lot of variety in why people resist change, it follows that there are many things that leaders must do to prepare their teams for transition.
The first is that leaders should know the people working for them. That means frequently visiting work areas to talk to their employees one-on-one. It is surprising how often key leaders don’t spend time speaking with people beyond their direct reports.
When leaders know how their teams think, they can customize a change management plan that matches the culture of the organization. There are a few universal steps, though, that leaders should always take.
If those steps above don’t work, there is some soul searching ahead. As a last resort, people and companies have to decide if they are a good match for each other. No matter how good a job is, or how talented an individual is, if the cultural match is missing, it is going to be a long bumpy ride.
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Please visit part 2 of this article to download it as a PDF file that you can print and distribute to your team.
By Jeff Hajek
February 2nd, 2010
© 2009-2014 by Velaction Continuous Improvement, LLC. All rights reserved.
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