The single most important factor contributing to successful organizational change is you! Perhaps I am saying the obvious and yet, if we do not have a good understanding of how we respond to change, we have little chance of successfully leading others through change.
Consider this: a manager I was working with was challenged by some change related resistance he was experiencing from his employees. The more he shared with me, the more I realized how unhappy he was with the pending change. His lack of understanding about the change, fears about the impact the change would have on his team and his belief that the chaos created by the change would be long term all contributed to his inability to support the change.
Here is a key question to ponder: “How can I expect my employees to embrace change, if I have not embraced it myself?” I believe that in this time of rapid organizational change, it is critically important to do an ongoing “personal gut check” about change. A good place to start your “self examination” is with reviewing the primary reason managers/leaders resist change:
- Fear of losing control and authority
- Lack of time
- Comfort with the status quo
- No answer to the question: “What is in it for me?”
- No involvement in solution design [Prosci, 2009]
If you can relate to any of these common sources of resistance, what do you need to move through them? What kind of action plan can you develop for yourself that will help you address your resistance?
Being able to successfully acknowledge and resolve your own resistance is the first important step to helping others deal with change!
NEXT UP: Simple Tips for Guiding Your Employees Through Change