Demonstrate the benefits of the change program (assuming there is some benefit) and then those that agree and start to adopt the change will effect the dissenters around them. It's a slow process, but eventually the momentum will swing in the positive direction, again assuming that the change is beneficial. Saving Changes...
Jaleel .PMP, Associate Director| MetricStreamBangalore, India
First thing is to accept that there will always or can say most of the time some resistance to change. Next is that there could be different reasons like not having clarity on what benefits it's going to bring, cost and time involved, people who are going to get effected or as simple as not ready to get out of the comfort zone. So, it's better to understand the reason for resistance and then take appropriate actions. If reason of change is backed with clear metrics and benefits then resistance can be handled better. Saving Changes...
Drew CraigSr. Agile & Product Coach| VanguardPhiladelphia, Pa, United States
Good points shared above. Change is hard, and it's more normal to find resistance than not. Focus on demonstrating the recipient value and benefits - WIIFT/WIIFM. Also, what is the plan/process/timing around the change? Complete an impact analysis and determine how will the change be delivered (staggered, or full) to users be trained (if applicable). There is a balance between the benefits of the change and the impacts from it. Saving Changes...
If I interpret your question to be about raising overall change appetite or willingness in the organization (as opposed to change brought about by a particular project), then that is a bit more challenging.
If the company has had a bad track record of implementing change and staff are overwhelmed, then the leadership team will first need to regain the staff's trust that future changes will be delivered in a better manner.
There may be benefit in doing some organization-wide change management training and couple that with some mindfulness training to help folks cope with change.
And then it will be necessary to follow good CM practices a la Kotter, ADKAR or whatever model resonates the best with your company's leadership team on all future projects.
Kiron Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
By third Law of Newton, best known as action-reaction, always will be resistance to change. Saving Changes...
Phani KeerthiPhani Keerthi Y| Indian School Of Business - Digital Transformation ManagerIndia
There would be specific reason, benefit, lot of research & huge brainstorming behind every change - the management make.
If making the people aware about the benefit is one main aspect - understanding the reason why people are resistance to change will be the next important aspect. We should have not only have justifications for all the questions/doubts in their minds but also should be in a position to depict the benefits in such a way that they should be in a position to see the results in their imagination.
Mode of communication - say way we convey things (tone, body language etc...)play's a vital role too. Saving Changes...
Mansoor MustafaSenior PM| Government DepartmentRawalpindi Punjab, Pakistan
There is always resistance to change, but providing information,benefits, understanding to people slowly people will realize and accept the change Saving Changes...
Dinah YoungProject Manager / Software Asset Manager| Prince William CountySpringfield, Va, United States
Patience, persistence and consistency.
Be patient to resisters. Try to understand where they are coming from.
Be persistent about the change. Keep it moving forward.
Be consistent in your message. The reason why the change is needed and how the change will occur. Saving Changes...
Change is painful for short time but in long run you get good fruits. In every organization change is resisted but after all change is must to be in market and change is inevitable. To deal with change ,education and motivation is must. Saving Changes...
