Overcoming the Resistance to ChangeSource of resistance Strategy

Loss of control Involve those most affected to change in make choices, in the planning, giving them ownership

Excess uncertainty Create certainty of the process, with clear and simple steps, and timetable

Surprise (no time to prepare for consequences) Avoid to keep change in secrets and then announce them all at once; it’s better to seek inputs and feedback..

Everything seems different To minimize the number of unrelated differences by a central change, to remain focused on the important things

Loss of face (for people associated with the past, with what did not work)

Celebrate those elements of the past which are worth honouring, the world is changed

Concern about competence Over invest in information, training, support, systems…

More work Reward and recognize participants

Ripple effects, interferences to distant activities which are not directly related to the change itself

Considered all affected parties, however distants

Past resentments Heal the past before sailing into the future(I’d say also to gather information about the pre, before to treat it..)

Sometimes the threat is real Be honest, transparent, fast and fair

Adapted from: Rosabeth Moss Kanter, “10 Reasons People Resist Change. Which ones are hurting your company?” Harvard Business Review (25/9/2012)