Encountering complications or problems when implementing a change in how your organization manages change is a given. The question today: which problem has the tendency to surface most frequently during an implementation? Because, if you are aware that a specific problem has the tendency to surface when introducing a robust and disciplined change management process, you can anticipate and mitigate that problem proactively. The problem that will surface: resistance to the change among the target population. This problem surfaces during the implementation stage of any change, even the introduction of a more effective way to manage change.
Why would anyone resist managing change well? At a high level, no one. But as the change management process becomes more defined and various populations understand it the resistance begins to surface.
1. Why do we need to change?
Some will wonder why there is a need.
Some will believe they do change management fine, it’s the other people who don’t know how to do it. “So leave me alone”.
2 What will we look like when we are managing change well?
Some will be adverse to the discipline required, preferring a more ad hoc, intuitive approach.
Some will see the effort to address the needs of the various target populations as unnecessary. “Just tell them to do it and be done with it”.
3. How will we go about making this change in how we manage change?
Some will resist the time and effort to learn their roles in a well managed change.
Some will see other changes requiring their attention as more important.
Some will question the sincerity of the leadership to support this effort.
The introduction of change management as a core competency in your organization requires that you, as the change agent, use the model of change management itself to introduce this change. Predicting these resistance sources, identifying who will have what issues and planning the action steps to prevent or mitigate that resistance, as you would do in any other change, is the answer to this problem.
Albert Vermeulen, Director of Consulting Services for LaMarsh & Associates, Inc.
Filed under: Change Management