06. Overcoming resistance to change and tools to successfully implement change

Communication and Leadership

One of the most effective ways for overcoming opposition is to communicate. It's critical to convey why, how, and what's going on. Creating a communication strategy that focuses on informing staff what the individual wants to do. The parts of effective communication, as well as the viewers' target audiences, are focused on the method of care. Proper communication will clear out any understanding the employees and the consumers might have (Bruckman, 2008). 

The assumed negative consequences can be eliminated and the employees would be more lenient towards the organizational changes and what is intended to be achieved.

 

Training

Training and education is another effective strategy for overcoming change resistance. By holding training sessions with team members who require it and offering them the necessary support will assist to achieve this (Palmer, 2004). 

Training will make the employees less vulnerable against change as they would be confident in what they do. This will clear out any gaps of knowledge and will improve their productivity as well.

 

Understanding the Root Causes of Resistance 

Resistance manifests itself in a variety of ways, including grumbling, missing important meetings, failing to provide needed information or resources, or simply refusing to embrace a new method or practice. To understand why someone is resistant, effective resistance management necessitates recognizing the core reasons of resistance.

Team Development

Team building has become considered the basic foundation of increasing workgroup maturity and effectiveness as a key Organizational Development activity. It includes topics like diversity training and organized activities (group formation of strategic work strategies). Setting goals and/or priorities, analyzing or allocating work, examining the way a group works (its norms, decision-making, communication), and examining relationships among the people doing the work are the basic objectives of team development (Smith, 2020). 

 

Individual / Interpersonal Process

This entails boosting organizational performance by enhancing individual abilities through learning methodologies, life transitions, mentorship, and interpersonal communication, among other things.

Companies frequently turn to the change management division when they need to become involved in teams dealing with interpersonal challenges (Geller, 2003).

The major goal of this intervention is for teams to have a better understanding of their intuitive responses to change. Furthermore, to raise understanding that they have the potential to select a good attitude about change as a group and allowing time for a detailed discussion of each term will allow workers to express their concerns as well as provide insight into what management may expect.

 

Conclusion 

Change can be daunting however it is necessary to evolve and survive. Hence, it is critical to understand the proper measures and tools to use in order to make the change process successful. Managing the employees is a key aspect of change management. Educating and training employees, developing team skills and good communication could assist to overcome many challenges. 

 

References:

• Bruckman, J.C., 2008. Overcoming resistance to change: Causal factors, interventions, and critical values. The Psychologist-Manager Journal, 11(2), pp.211-219.
• Geller, E.S., 2003. Leadership to overcome resistance to change: It takes more than consequence control. Journal of organizational behavior management, 22(3), pp.29-49. 
• Palmer, B., 2004. Overcoming resistance to change. Quality progress, 37(4), p.35.
• Smith, J.L., 2020. Overcoming Resistance. Quality, 59(9), pp.10-12.