This graphic is a rather grim illustration of how some resisters of change are handled. Fortunately change management consulting experts have a far less drastic and far more effective change management process to recommend for those holdouts on your team who continue to resist organizational change.
Let’s start by acknowledging that organizational change is never easy for change leaders or followers. Far too many of us are apt to prefer the status quo…it’s known and predictable. But in today’s world, if you are going to thrive, and often just survive, you need to be flexible and adapt well to change.
Of course, there are ways to effect change that sticks. You need to be able to articulate the rationale behind the change in a convincing way; you need to get buy-in from the top on down; you need to paint the picture of how the change will be enacted and how it will affect each employee; you have to be patient as employees make tentative moves in the right direction; and you have to monitor and coach the desired behaviors all along the way.
Assuming you have done the organizational change basics “right,” there will still be those who resist. With over twenty years in the change management consulting field, we can offer solid advice on how to handle the naysayers.
This will be one of those difficult conversations that many leaders and managers avoid. But it is necessary. Most change resisters will adjust, albeit more slowly than the rest. But if they are not cooperative, you need to help them move on. They cannot continue to be on the team; their negative pull will drag the whole team down.
Work with change resisters to help them understand and appreciate why the changes are necessary and what you expect from them.
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