How can you overcome resistance to change in your practice?

Recognize that people respond and relate to change differently. Reactions include denial, acceptance, or engagement. At each point of the change process, emotions and feelings will ebb and flow. Acknowledging those inflection points becomes important when supporting the team. A clear communication plan that evokes elements of empathy, empowerment, motivation and knowledge will help to increase comfort and smooth the way as they navigate this process.

A good approach to overcome resistance is to be then firm on the result but be flexible on the road. Meaning have a fixed “what” and a flexible “how” . Communicate, as much as possible the objectives, plans, progress, status, issues with all the relevant stakeholders frequently. . Listen, to feedback, to emotions, to suggestions. Acknowledge and act on them Create a sense of urgency for actions, to keep the ball rolling. Keep complete transparency in all aspects of the program including decision making

Resistance to change is real. It is not always conscious though. To change means letting go of the ease that comes from doing something the way we always have and then learning a new way. This is actually quite effortful for the brain. We have to focus. We have to learn. We have to go through the frustration of getting things wrong. So it is not easy. Instinctively we know this. That's why even when we may want to change it may not be easy. Second, we may actually stand to lose something precious because of a change. This could be our power, or money or our standing. Here our desire to hold on to status quo is actually quite the rational thing to do. We tend to resist change that does not benefit us.

Para que possamos reduzir as barreiras em um processo de mudan?a, é importante que entendemos e alinhamos a comunica??o come?ando pelo porque da mudan?a, bem como explicando as perdas e ganhos envolvidos em todo processo.

There will always be resistance to change. But if you’re the visionary, your gift is the vision. People won’t understand you and won’t be able to see the same route you do. Do it anyway. You’ll find the route, and they naysayers will either be inspired or embarrassed into change

Communication is the most important make or break skill in any change . Plan for extensive and exhaustive detailed plan for - Vision . Why is this important for the company and for the people involved . - Open Channels . Allow people to ask questions at any point and as many times till they feel comfortable - Updates . Keep the process transparent and take in inputs . - champions . Identify champions who get it and get them to keep infusing energy into the system while work is on .

Underestimating the power of a sensible and clear vision: Without an appropriate vision, a transformation effort can easily dissolve into a list of confusing, incompatible, and time-consuming projects that go in the wrong direction or nowhere at all. A useful rule of thumb, if you cannot describe a change initiative in five minutes or less and get a reaction that signifies both understanding and interest, you are in for trouble.

Communicating a clear and compelling vision is paramount when navigating resistance to change. It serves as the guiding light, illuminating the path towards the desired outcome. In my view, this step is pivotal in fostering understanding and garnering support for change initiatives within a practice.

Um exemplo que ja vi foi participar o time no processo de mudan?a, e deixar cada um compartilhar inclusive seus medos (usando ferramentas que eles podem falar sem identificar) e depois o gestor entender e ir tratando as obje??es.

Melhorando o processo de comunica??o. Quando n?o se conhece os motivos, a resistência é natural, uma forma de preserva??o, como um instinto de sobrevivência. O que n?o é explicado pode ter interpreta??es diversas e desviar o propósito ou até criando uma "rebeli?o" contra.

Suporte e treinamento podem contribuir para reduzir a preocupa??o que as pessoas têm em n?o serem capazes de se adequar às mudan?as, especialmente quando isso envolve competências técnicas.

"Empowerment Through Support and Training" ?? To conquer resistance to change, equip your team with essential resources, skills, and knowledge. Adequate support and training are crucial for adapting effectively. Offer emotional support, address challenges, and recognize achievements. This boosts confidence and reduces anxiety, fostering a competent, confident team. Let's transform change into opportunity! #SupportForChange #TeamGrowth ????

Any change requires doing things differently than how it used to be done. It’s is not only essential to understand and communicate the reasons but to also to adapt to the new way of doing things to perform the tasks effectively. There’s a learning curve involved, so it’s imperative to upskill the resources, provide guidance and support until the process stabilizes at a BAU level.

I found the best employees had personal goals. I showed them and provided training that helped them professionally to help them meet their personal goals. It was a win-win. It created an ownership of their position within the company. Accountability between team members remained high. Low hanging fruit team members were cut or missed out on opportunities with poor performance. Everyone watch the stats and progress.

Todos los cambios requieren que se hagan cosas de forma diferente, ya sea cambiar conductas, formas de hacer, programas de gestión, materiales, etc. El desconocimiento o el no saber como afrontar ese cambio aumenta el miedo al mismo, ademas de dar información a la gente, hay que dar formación y herramientas adecuadas para poder llevarlo a cabo. Con el apoyo necesario el cambio se hará de forma más satisfactoria y surgirán menos problemas.

Murphy's law "Anything that can go wrong will go wrong". There’s always a risk of deviating from the plan, so that makes monitoring and evaluating necessary to make timely correction whenever that happens. It is essential to establish clear and measurable goals, along with relevant indicators that triggers immediate and effective response when deviating from the planned course.

Contar com dados e informa??es confiáveis é sempre indicado para evitar boatos e fofocas. Um canal oficial que funcione de forma consistente somado a feedback constante ajuda muito a superar as preocupa??es que podem surgir.

Para garantizar el éxito de un proyecto, es esencial que tú, como líder, te involucres activamente en el seguimiento de los resultados. Delegar la revisión de los datos por completo puede conducir a la incertidumbre en cuanto a los progresos alcanzados, por lo que asegurarte de que las metas y expectativas se están cumpliendo es crucial. Implementa las correcciones necesarias con prontitud para mantener el proyecto encaminado. Al interactuar con colaboradores y empleados, opta por un enfoque que inspire y fomente. Agradece su esfuerzo, brinda apoyo, ofrece orientación constructiva y comparte conocimientos. Un liderazgo efectivo implica un compromiso pleno con el proyecto y la decisión de no dejar nada al azar.

Always develop a plan B to recover from any unusual outcome. Be flexible for a bounce back with usual trend stats. Incorporate and run a parallel trial test to offset any unexpected results or employee changes

Todos los cambios cuestan su tiempo e incluso dinero, no se puede cambiar de un día para otro. Por eso es importante hacerlo paulatinamente e ir marcando pautas para ir haciéndolo poco a poco. De esta forma también es más fácil comprobar que se va haciendo según lo esperado, y en caso de surgir algún problema, se puede solucionar lo antes posible.

Durante um processo de mudan?a, é crucial para o líder manter e sustentar essa transforma??o. Se a empresa recuar diante de problemas, os funcionários perceber?o uma falta de comprometimento e constancia, o que pode aumentar a resistência e gerar um sentimento de incerteza o que poderá e afetar a aceita??o e incorpora??o das mudan?as propostas.

It’s important to develop a culture where change is not an obstacle to growth rather a catalyst to growth and sustain it as well. Makes an organization adaptable and resilient in the long run.

Reinforcement of the desired change in process or method of functioning is like cementing of the positive results. Having changed mindsets and persuasively communicated the need to adopt the new ways, there is a challenge to integrate and embed it into the mindset to foster a deep rooted cultural change. This ensures that regression to old ways or harking back to earlier systems becomes redundant. Wholesome and enduring adoption of new methods and processes need to be embedded deeply so that it sustains over the long-term and becomes a preferred paradigm. Thus it is a way of winning minds as well as hearts of all stakeholders involved. This would ensure a seamless transition with minimal disruption to business as usual.

Después de haber establecido la cultura organizacional de tu empresa o proyecto y haber logrado que todos los miembros se alineen, compartiendo objetivos y aspiraciones hacia los mismos resultados, es crucial preservar y nutrir esa cultura. Asegúrate de que cualquier nuevo integrante se comprometa con los valores, creencias y conocimientos que definen a tu equipo. Dedicar tiempo y recursos al bienestar y desarrollo del personal es fundamental, ya que son el motor que impulsa el proyecto hacia adelante. Invierte diligentemente en la capacitación de los recién llegados para garantizar la continuidad y el fortalecimiento de la visión colectiva.

Cuando todos han aceptado el cambio y se está llevando a cabo, es muy importante ir reforzando positivamente todo lo que se hace bien, de esta forma evitaremos retroceder y se irán consolidando esos cambios hasta que se hagan rutina.

Flexibilidade e adaptabilidade requer uma dose de aten??o, pois a linha é muito tênue quando falamos de mudan?as e incertezas. Considero que um dos fatores determinantes neste aspecto é a comunica??o com seus contextos (o quê, quem, como, onde e quando) levando em considera??o a cultura organizacional.

Effectively supporting staff through organizational change hinges on managing emotions and acknowledging the non-linear nature of this process. While the Kubler-Ross Change Curve outlines various stages individuals experience during change, it's crucial for leaders to understand that staff members may oscillate between these stages rather than progressing in a straightforward manner. For instance, an employee might initially approach the change with openness, but revert to a state of "shock" when the change begins to directly impact their daily routines. Recognizing the diverse needs and emotional responses of staff is challenging; yet vital. It underscores the importance of a leader to be responsive and adaptable during this process.

This reminds me of my spiritual Guru Shri Mataji Nirmala Devi who said “Accept life as is , don’t retaliate don’t get angry and you will enjoy the same life that is irritating you. and interestingly the advice is applicable to this question as well - “Accept” is the keyword. Accept that there is a problem or there is resistance or there is hurdle etc. accept it. Once that happens our mind stops fighting with it and settles down. Our focus automatically moves towards problem solving and same mind then gives us creative ideas to solve the problem (in this case resistance) at hand. Do try this idea, sit quietly and close your eyes and take one small problem and whole heartedly accept it and experience the miracle… good luck!!

People accept change and innovation and put up less resistance when they have the answer to the questions Why? and What's in it for me? In order to do that you have to know your people, get them involved, trust them and their expertize. Also remember some people need to know what they get If they do, others need to understand what they lose If they don't. After my 7 years working in change and transformation projects i also identified a glitch, even If they understand Why is it a good decision to change, more people start thinking what they will lose If they do it (control, power, influente) and they fi back to "factory setting" and block the procese from the shadows.

This topic reminded me of my spiritual guru Shri Mataji Nirmala Devi who once said "Accept life as it is. As it is, whatever life is there, accept it. Don’t retaliate, don’t get angry, don’t get upset, just accept and you’ll enjoy the same life which was irritating you. You will see the enjoying part of that and it will be so beautiful the way you will see that you’ll get over all your problems. You’ll get over all your enemies and a kind of a very fresh beautiful existence you’ll have “ Continue reading in next comment.. couldn’t sum up here ?? due to words limit

Se existe algo que deve sempre ser considerado e aprimorado é a comunica??o. é preferível pecar pelo excesso do que deixar margens para interpreta??es incorretas.

Change is not easy. Resistance is the first step to change. To drive change it’s important to take small steps. Planning is the key, however the plan should be small steps and these small steps should lead to small wins. Small wins lead to confidence building within the team. It helps in enhancing the process of change.