Navigating Change: Understanding and Overcoming Resistance for Successful Transformation
Jayne Mather
Author | Speaker | Digital Transformation | Software Implementation | Training | Change Management | L&D | Curriculum | Customer Education | Technology Adoption | Intelligent Automation | SAP |
Photo by Mohamed_hassan on Pixabay
Change is an inevitable part of organisational growth and development. However, change initiatives can fail if resistance from employees is not addressed. Understanding the nature of change resistance and implementing effective mitigation strategies is crucial for successful change management.
The Nature of Change Resistance
Change resistance is a natural response to the unfamiliar. A different part of the brain handles routine tasks, using little energy, while the part responsible for processing our response to change requires significant energy expenditure. Our brain is hardwired to conserve energy, which is why we instinctively avoid change as the brain perceives it as a threat. This understanding helps organisations comprehend that change resistance is part of being human and can be draining and anxiety-inducing if change is forced upon employees without proper support and engagement. [1]
Spotting Change Resistance
Recognising change resistance is essential for addressing it effectively. Here are some signs that indicate employees may be resistant to change:
Mitigating Change Resistance
To mitigate change resistance, organisations must adopt proactive strategies, dispel myths and provide reassuring messaging in response.
Here are some potential responses to address resistance:
Super Users are a valuable resource to mitigate change resistance in digital transformation projects.?They can play the role of a Change Agent to facilitate change acceptance and provided a much needed conduit for two-way communication.?
For more on utilising Super Users for organisational change management, check out Super User Networks for Software Projects: Best practices for training and change management: Amazon.co.uk or this article on the 11-step change model: 11-Step Digital Change Model
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Combatting Resistance to Adopting New Technology
Addressing the underlying causes of change resistance is crucial for successful technology adoption. Here are some strategies for combating common sources of resistance:
Conclusion
Successful digital transformation requires a comprehensive understanding of change resistance and effective strategies for mitigation. Organisations need to be flexible and patient and adapt change management plans in accordance with the responses from their people.
By recognising the brain's natural aversion to change and addressing employees' concerns and fears, organisations can navigate change more successfully. It is essential to generate open communication, provide support, and engage employees throughout the change process. By doing so, organisations can increase acceptance and engagement, leading to successful change initiatives, a better employee experience and improved organisational performance.
[1] V. Chander, Understanding Change Management from a Neuroscience Perspective (Part 1) – Enterprise Agility University, https://enterpriseagility.university/understanding-change-management-from-a-neuroscience-perspective-part-1/
Transforming Ways of Working
1 年Great article and thanks for sharing Jayne.
Building a start-up fintech | Programme Director | Operations Director | SaaS | Blockchain | Building smarter digital workflows for capital risk management
1 年Jayne Mather Some great points. This is the key text for me: "Request input from employees who have expertise or suggestions related to the changes. Their insights may uncover valuable perspectives and contribute to a smoother transition." I've posted a lot on this. End users are stakeholders too. They often understand the BAU pain points better than the programme team or C-Suite. Yet I have found they often aren't consulted. Even in the largest organisations, at least a sample of users could be involved. Then the programme team could communicate to all users that a representative selection of their colleagues have been consulted. That would facilitate better buy-in to the change. What have you found to be the best ways to influence businesses to actively consult all stakeholders, including end users?
Your Guide to Explainable Digital Transformation - Translating Tech-Speak Into Transformation Success | Digital Solutions Architect | Digital Creator
1 年Great article! You really touched on all the problems with change management in digital transformation. I think communication cannot be overstated enough. It's the key to many inhibitors in the process. Also an open dialogue one that is actually sincere is crucial! Thanks for sharing your knowledge - this is a very good relevant source of information.
Recruiter | Maker of Matches | Hunter of Heads | Podcast Host
1 年Empathy is such an evergreen skillset but one that is under valued as something soft or fluffy. Change managers need it in abundance ??
Recruiter | Maker of Matches | Hunter of Heads | Podcast Host
1 年“Change resistance is a natural response to the unfamiliar. A different part of the brain handles routine tasks, using little energy, while the part responsible for processing our response to change requires significant energy expenditure. Our brain is hardwired to conserve energy, which is why we instinctively avoid change as the brain perceives it as a threat” ?? Great article Jayne. The importance of investing in change management is magnified even more when you realised resistant is hardwired into us.