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How do you handle resistance and change fatigue during transition phases?

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Transition management is the process of leading, facilitating, and supporting people and organizations through planned or unplanned changes. Whether you are implementing a new system, restructuring a department, or merging with another company, you will likely encounter resistance and change fatigue among your stakeholders. Resistance is the negative or defensive reaction to change, while change fatigue is the exhaustion or apathy caused by too much or too frequent change. Both can undermine your transition goals and affect your performance, morale, and reputation. How do you handle resistance and change fatigue during transition phases? Here are some tips to help you overcome these common transition governance challenges.

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Lokesh Singh
Ghazal Khastehdel Foumani, MBA

MBA, Change Management, Business Transformation, Process Improvement, Project Management
Vivek Srivastava

Strategy-Supply Chain-Operation| Transformation & Excellence| Digital-Analytics-AI ML| Business Architecture|…

1 Assess the sources and levels of resistance

Before you can address resistance, you need to understand where it comes from and how strong it is. Resistance can stem from various factors, such as fear of the unknown, loss of control, perceived threats, lack of trust, or poor communication. You can use different tools and methods to assess the sources and levels of resistance, such as surveys, interviews, focus groups, or stakeholder analysis. By identifying the root causes and the degree of resistance, you can tailor your strategies and actions accordingly.

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Lokesh Singh
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Handling resistance and change fatigue during transition phases involves understanding the root causes and addressing them through empathy and transparent communication. It's essential to involve stakeholders early, providing support, resources, and breaking changes into manageable phases. Cultivating a culture of resilience and addressing resistance proactively are key. Monitoring progress, adjusting strategies, and celebrating successes help maintain momentum and motivation throughout the transition process.

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Vivek Srivastava

Strategy-Supply Chain-Operation| Transformation & Excellence| Digital-Analytics-AI ML| Business Architecture| Sustainability-Cost-Efficiency| Value Chain-Supplier-Customer-Channel-Product| IIT, SPJain, INSEAD
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Determine the origins and severity of resistance before attempting to address it. Fear of the unknown, a sense of being in the dark, perceived threats, a lack of trust, or inadequate communication can all lead to resistance. Employ methods such as focus groups, surveys, interviews, and stakeholder research to determine the causes and intensity of resistance. You may tailor your ideas and activities to effectively address resistance by having a thorough understanding of its underlying causes and degree.

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Jo?o Rafael

Top Voice Inova??o I Engenharia Digital e Transforma??o Digital no Saneamento e AECO | Project Manager | Professor | Voluntário | PMI-SP, ABIMPE, SuSanA Latam e ABRAPLAN
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Avaliar as fontes e níveis de resistência é crucial para gerenciar mudan?as eficazmente. Identifique os fatores que geram resistência, como medo do desconhecido ou preocupa??es com a carga de trabalho, através de entrevistas, enquetes e grupos de foco. Classifique a resistência em níveis – baixa, moderada ou alta – e priorize as áreas que necessitam de maior aten??o. Essa avalia??o detalhada permite desenvolver estratégias direcionadas para abordar as causas subjacentes da resistência e facilitar uma transi??o mais suave.

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2 Communicate the vision and benefits of change

One of the most effective ways to reduce resistance and change fatigue is to communicate the vision and benefits of change clearly, consistently, and frequently. You need to explain why the change is necessary, what the desired outcomes are, and how the change will benefit the stakeholders and the organization. You also need to address any concerns or questions that may arise and provide feedback and recognition along the way. Communication should be transparent, honest, and empathetic, and use various channels and formats to reach different audiences.

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Jo?o Rafael

Top Voice Inova??o I Engenharia Digital e Transforma??o Digital no Saneamento e AECO | Project Manager | Professor | Voluntário | PMI-SP, ABIMPE, SuSanA Latam e ABRAPLAN
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Explique claramente o propósito da mudan?a, destacando como ela se alinha com os objetivos organizacionais e os benefícios esperados. Utilize múltiplos canais de comunica??o, como reuni?es, e-mails e plataformas digitais, para garantir que a mensagem alcance todos. Envolva líderes e influenciadores da equipe para refor?ar a mensagem e responder a dúvidas. Demonstrar transparência e fornecer exemplos concretos dos benefícios ajuda a reduzir a incerteza e a construir confian?a, facilitando a aceita??o e o engajamento com a mudan?a.

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3 Involve and empower the stakeholders

Another way to handle resistance and change fatigue is to involve and empower the stakeholders in the transition process. You can do this by soliciting their input, feedback, and ideas, and incorporating them into the design and implementation of the change. You can also assign them roles and responsibilities that align with their skills and interests, and provide them with the resources and support they need. By involving and empowering the stakeholders, you can increase their ownership, commitment, and engagement in the change.

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Jo?o Rafael

Top Voice Inova??o I Engenharia Digital e Transforma??o Digital no Saneamento e AECO | Project Manager | Professor | Voluntário | PMI-SP, ABIMPE, SuSanA Latam e ABRAPLAN
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Envolver e capacitar as partes interessadas é fundamental para o sucesso de qualquer transi??o. Inclua os membros da equipe no processo de planejamento e tomada de decis?es, permitindo que contribuam com suas ideias e feedbacks. Forne?a treinamentos e recursos necessários para que eles se adaptem às novas mudan?as e desempenhem suas fun??es de maneira eficaz. Estabele?a canais de comunica??o abertos e contínuos para esclarecer dúvidas e compartilhar atualiza??es. Reconhe?a e valorize as contribui??es de todos, promovendo um senso de pertencimento e compromisso. Essa abordagem colaborativa e de capacita??o aumenta a confian?a, reduz a resistência e garante uma transi??o mais eficiente e bem-sucedida.

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4 Manage the pace and scope of change

Resistance and change fatigue can also result from the pace and scope of change being too fast, too slow, or too broad. You need to manage the pace and scope of change according to the readiness and capacity of the stakeholders and the organization. You can do this by breaking down the change into manageable stages or milestones, and prioritizing the most critical or urgent aspects. You can also monitor and evaluate the progress and impact of the change, and adjust your plans and actions as needed. By managing the pace and scope of change, you can avoid overwhelming or underwhelming the stakeholders and the organization.

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Ghazal Khastehdel Foumani, MBA

MBA, Change Management, Business Transformation, Process Improvement, Project Management
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Working on a company-wide change initiative, I experienced that going too slow also could be detrimental to the project. Contrary to the perception I had that only if there are too many changes and they are happening too quickly, employees will be fatigued, disinterested and discouraged, I found out that rolling a change out too slowly can demotivate people and dampen the excitement. Not giving people enough context, not telling them how exactly the change will affect them and what tangible steps they should take in the name of not overwhelming people with too much information could work against the success of the change.

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Graham Shorten

Transformation & Programme Director
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One of the most common observations I see in Change and Transformation programmes is that organisations expect their employees to embrace the programme while also continuing to deliver their current workload. This division of focus can have a compounding negative impact on delivering change. Employees not only have less time to focus on delivering the programme than others due to their 'day jobs', but they also start to resent it because it impacts their current performance targets. So do people get fatigued by change or do they get fatigued by being expected to change and stay the same at the same time?

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5 Provide training and coaching

Training and coaching are essential to handle resistance and change fatigue, as they help the stakeholders develop the knowledge, skills, and attitudes needed to adapt to the change. You need to provide training and coaching that are relevant, timely, and interactive, and that address the gaps and needs of the stakeholders. You can use different methods and formats, such as workshops, webinars, mentoring, or peer learning, to deliver training and coaching. You also need to evaluate the effectiveness and outcomes of training and coaching, and provide follow-up and reinforcement as needed.

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6 Celebrate the wins and learn from the challenges

Finally, you can handle resistance and change fatigue by celebrating the wins and learning from the challenges along the transition journey. You need to acknowledge and appreciate the efforts and achievements of the stakeholders and the organization, and celebrate the milestones and successes. You also need to identify and analyze the challenges and failures, and learn from them. You can use different ways to celebrate and learn, such as awards, events, stories, or feedback sessions. By celebrating the wins and learning from the challenges, you can boost the morale and confidence of the stakeholders and the organization, and foster a culture of continuous improvement.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you handle resistance and change fatigue during transition phases?

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1 Assess the sources and levels of resistance

2 Communicate the vision and benefits of change

3 Involve and empower the stakeholders

4 Manage the pace and scope of change

5 Provide training and coaching

6 Celebrate the wins and learn from the challenges

7 Here’s what else to consider

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