Tag Archives: Change management

The Future Of Work With Annalie Killian


How will work change in the future? It is a broad topic that includes many topics including freelancers, corporate culture, co-working, technology and collaboration, people analytics, leadership, change management, holacracy, artificial intelligence and data mining.

8 strategies for overcoming resistance to change

As innovators that want to make things happen and are constantly seeking ways to counter resistance to change. It comes with the territory and is the most predictable challenge we will encounter. At this point, the literature around innovation is vast, so we can all agree that there are many common sources of resistance to change inside organizations and from potential customers: inertia, indecision, fear of making mistakes, lack of best practices and lack of care for your product/service.

How do you overcome them?

What are the common sources of resistance to change?

What are the common sources of resistance to change?

Scott Berkun has a great quote about resistance to ideas: The default state of an idea is non-adoption.

Reflecting on this quote, it useful to consider why that is so. For many reasons, people, in any arena, will resist change. That is just the way it is, so it is best to expect it.

While too many to list, there are commonalities between them. Here are five common sources of resistance to change:

3 Questions to help you take charge of change

This is a guest post from John Baldoni. John is an internationally recognized leadership consultant, coach, author and speaker. This excerpt is adapted from his newest book, The Leader’s Pocket Guide.

One reason we fear change is because we feel a loss of control. And while you cannot control the change process, you can control how you and your team react to it.

Assert your ownership. Doing so shifts the emphasis from something being done to you to something over which you have control. Consider these three questions to help you take charge:

  1. What do we do now? Understand that you have a choice; you can opt out and not accept the change. Of course you may feel that for financial reasons you cannot do this, but understand that, unless you have been sentenced to jail, you are free to decide what to do. Making decisions to stay for whatever reason means that you have made a decision. Likewise, if you decide to leave, that is your decision.
  2. What do we do next? Make your teammates aware of what you have decided to do. If you are staying in, you want to make certain your boss knows that you are still part of the team. If your disappointment is evident, as it might be with a loss of promotion, acknowledge it but do not dwell on the negativity. Reassure the boss that you are still in the game and want to be considered as a contributor. Such behavior will mark you as one who has a strong sense of self and can deal with disappointment.
  3. How can we make this work for us? Consider how you can turn the situation to your advantage. Look for ways to turn the change into new opportunities. Find ways to assert your can-do spirit. Be proactive. Look for ways to make a positive difference.

Owning the change process and making it work for you is critical to demonstrating resilience as well as an ability to move forward. It is very definitely a mark of leadership.

P.S. I highly recommend my readers to get Mr. Baldoni’s Leadership pocket book guide because it is full of useful to the point advice like this on a variety of leadership and management topics.

Enhanced by Zemanta

When employees do not feel understood they resist change

Here’s an ongoing problem:

When leadership tries to implement change within an organization, the biggest objection from employees usually is: “You don’t understand my situation.” What this statement really means is: “You do not know my job. You do not realize what I have to deal with on a regular basis, and now you are instituting yet another initiative that will make things more difficult for me on a daily basis.”

When employees do not feel understood, they resist change more fiercely.