登录查看更多内容

How do you handle resistance in your change management process?

由人工智能和领英社区提供技术支持

Change is inevitable, but not always easy. When you design a new process or implement a new system, you may encounter resistance from your stakeholders, such as employees, customers, or suppliers. Resistance can take many forms, such as denial, anger, bargaining, or sabotage. How do you handle resistance in your change management process? Here are some tips to help you overcome the challenges and achieve your goals.

此文章中的业界达人

由社区从 3 条内容中精选。了解更多

Wannise Hird

Sr. Business Analyst, Change Management Analyst, IV&V Professional, Training/Teaching

1 Identify the sources

The first step is to identify the sources of resistance. Who are the people who are affected by the change? What are their roles, interests, and expectations? What are their fears, concerns, or objections? How do they express their resistance? You can use various methods to gather this information, such as surveys, interviews, focus groups, or observation. By understanding the sources of resistance, you can tailor your communication and engagement strategies accordingly.

添加您的观点

Wannise Hird

Sr. Business Analyst, Change Management Analyst, IV&V Professional, Training/Teaching
举报内容
Change is the only constant!! In my experiences as system/policy trainer and change management professional, resistance to change has always been the biggest obstacle to the success of the proposed changes. When implementing new policies/processes, the problem is usualy people and not process. The level of fear, at times overrides there expressed benefits of change. As a system/policy trainer, I dealt with individuals, esp. senior staff who have been in that organization far too long! Some even dare to sell the notion of, “if it’s not broken, don’t fix it”, as they refuse to admit that the antiquated and broken system/process no longer meets the needs of the organization nor those being served! Resistance is best handled by demonstration!!

已翻译

赞

2 Communicate the benefits

The second step is to communicate the benefits of the change. Why is the change necessary? What are the positive outcomes and opportunities for the stakeholders? How will the change align with the vision and values of the organization? You can use different channels and formats to convey your message, such as newsletters, videos, webinars, or workshops. Make sure your communication is clear, consistent, and transparent. Address any questions or feedback promptly and respectfully.

添加您的观点

Wannise Hird

Sr. Business Analyst, Change Management Analyst, IV&V Professional, Training/Teaching
举报内容
I ended my last submission with this, “Resistance is best handled by demonstration”, and this point speaks to my statement. Sometimes the best way to gain decreased resistance and buy-in is by demonstrating the benefits of the proposed changes. Let the work speak for itself, allow the resisting individuals to “SEE” how they will benefits, how their work will be easier, how their time will be more productive with less time… If one is convinced or curious, they will be more welcoming to the change, even if they are uncertain!!

已翻译

赞

3 Involve the stakeholders

The third step is to involve the stakeholders in the change process. How can you solicit their input and feedback? How can you leverage their skills and expertise? How can you empower them to take ownership and responsibility for the change? You can use various techniques to involve the stakeholders, such as brainstorming, prototyping, testing, or piloting. By involving the stakeholders, you can increase their buy-in and commitment, as well as identify and resolve any issues or risks.

添加您的观点

4 Provide support and training

The fourth step is to provide support and training for the stakeholders. How can you help them cope with the emotional and psychological aspects of the change? How can you equip them with the knowledge and skills they need to perform their tasks in the new process or system? You can use various resources and tools to provide support and training, such as coaching, mentoring, e-learning, or manuals. By providing support and training, you can reduce their anxiety and frustration, as well as enhance their confidence and competence.

添加您的观点

Wannise Hird

Sr. Business Analyst, Change Management Analyst, IV&V Professional, Training/Teaching
举报内容
I very much agree!! One of the best ways to decrease anxiety is to “let me see” and “let me touch/do”! The biggest sclerotic is that way because whatever is being communicated has not been demonstrated and proven! Consistent training should be prioritize in EVERY Organization and business! Even in the absence of new process or major changes, creating an environment that allows support in the form of training, refreshers, daily/weekly huddles to talking through roadblocks, challenges, feedback will create an environment that welcomes change!! Support doesn’t mean compromising to the detriment of the “people” or abandoning the proposed better, it means providing the atmosphere where fear and resistance is shown to be detrimental to all!!

已翻译

赞

5 Monitor and celebrate

The fifth step is to monitor and celebrate the progress and results of the change. How can you measure and evaluate the impact and effectiveness of the change? How can you collect and analyze the data and feedback? How can you recognize and reward the achievements and contributions of the stakeholders? You can use various indicators and methods to monitor and celebrate, such as metrics, dashboards, reports, or recognition programs. By monitoring and celebrating, you can demonstrate the value and success of the change, as well as motivate and inspire the stakeholders.

添加您的观点

6 Adapt and improve

The sixth step is to adapt and improve the change process. How can you learn from the experience and feedback? How can you identify and implement any improvements or adjustments? How can you ensure the sustainability and scalability of the change? You can use various models and frameworks to adapt and improve, such as PDCA (Plan-Do-Check-Act), DMAIC (Define-Measure-Analyze-Improve-Control), or Agile. By adapting and improving, you can optimize the performance and quality of the change, as well as foster a culture of continuous improvement.

添加您的观点

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?

添加您的观点

Process Design

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How do you handle resistance in your change management process?

1

2

3

4

5

6

7

1 Identify the sources

2 Communicate the benefits

3 Involve the stakeholders

4 Provide support and training

5 Monitor and celebrate

6 Adapt and improve

7 Here’s what else to consider

Process Design

给文章评分

感谢您的反馈

更多Process Design相关文章

更多相关阅读内容

How do you handle resistance in your change management process?

1

2

3

4

5

6

7

1 Identify the sources

2 Communicate the benefits

3 Involve the stakeholders

4 Provide support and training

5 Monitor and celebrate

6 Adapt and improve

7 Here’s what else to consider

Process Design

给文章评分

感谢您的反馈

查看其他技能