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- Loss of control. Change interferes with autonomy and can make people feel that they’ve lost control over their territory. It’s not just political, as in who has the power.
- Excess uncertainty. If change feels like walking off a cliff blindfolded, then people will reject it. People will often prefer to remain mired in misery than to head toward an unknown.
- Surprise, surprise! Decisions imposed on people suddenly, with no time to get used to the idea or prepare for the consequences, are generally resisted.
- Everything seems different. Change is meant to bring something different, but how different? We are creatures of habit. Routines become automatic, but change jolts us into consciousness, sometimes in uncomfortable ways.
Sep 16, 2024 · Why People Resist Change. In practice, there are 8 common reasons why people resist change: (1) Loss of status or job security in the organization . It is not our nature to make changes that we view as harmful to our current situation.
- Resistance to Change by Group
- Why Do Employees Resist Change?
- Why Do Managers Resist Change?
- How People Resist Change
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In Prosci's Best Practices in Change Management research, participants identified the groups from which they experienced the most resistance. Mid-level managers were the most resistant group, followed by front-line employees. These findings are consistent with previous studies.
Although employee resistance has many causes, Prosci research reveals five primary reasons: 1. Lack of awarenessabout the reason for change 2. Change in job role 3. Fear of the unknown 4. Lack of support from or trust in leaders 5. Exclusion from change-related decisions
Prosci research participants identified five primary reasons managers resist change: 1. Organizational culture issues 2. Lack of awareness and knowledgeabout change 3. Lack of support and commitment for change management 4. Misalignment of project goals and personal incentives 5. Lack of confidence in their ability to manage change
How will you know resistance when you see it in your organization's people? Participants in Prosci's Managing Resistance to Change research studyshared numerous examples, including: 1. Lack of participation in the change – such as trying to outlast the change until it goes away, or attempts to be exempted from the change 2. Openly expressing negati...
Resistance is a top obstacle to successful change in every Prosci research study. Underestimatingor ignoring resistance is a common mistake that can make resistance worse. Similarly, not listening to and understanding the concerns of those impacted by change can lead to an ineffective one-size-fits-all approach that minimizes individual root causes...
- Tim Creasey
- Starting with an Incomplete or Poorly-Defined Strategy. When thinking about an organizational transformation, leaders often focus on what the change is and why it is necessary.
- Following a Strategy that is Too Rigid and Inflexible. Having a well-defined change management strategy can be key to keeping your change initiative on track.
- Lack of Effective Communications. Leaders often spend a great deal of time communicating about the proposed change in order to gain buy-in before beginning the change initiative.
- Failing to Identify and Address Resistance. Every change initiative is going to encounter resistance. This is true no matter how much you worked to build a guiding coalition before launch and no matter how well you communicate and create enthusiasm after launch.
Aug 3, 2023 · But in most cases, people resist change for a reason. In most cases, people resist change for a reason. In her book Transforming Norm: Leading the Change to a Mentally Healthy Workforce, Tanya Heaney-Voogt outlines eight reasons people resist change. I’ve added a ninth and explained how you can adjust your messaging and leadership to address ...
Aug 30, 2024 · At the organizational level, people may resist change because they are wary of those advocating change. They may doubt the knowledge and credentials of the changemakers. Such was the case with the ...
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Jul 1, 2023 · To put resistance into perspective, when changes are made, one-third of the people involved will support the change, one-third will be skeptical and want more information about the change, and one-third will resist the change (Waldman & O’Reilly, 2022). There are multiple reasons for resistance to change, and understanding these reasons can combat such resistance and help inform leaders on ...
