Resistance to Change - Credibility at Stake

By: Hans Bool
Submitted: 2007-01-17 15:31:49
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People often resist to change. Some resistance is productive because after dealing with this resistance the outcome of the planned change has altered. Management often is not (and can not always be) aware of all the implications where employees are – because they are involved. As people resist to change, they must be convinced by management and this is often done through negotiation; the outcome of the negotiation is different than initially thought of. This outcome is more productive than the targeted outcome and the resistance has been constructive.

It is also possible that the announced change is perceived as only the first of a sequence of measures. People do not know what the outcome of the complete (change) process will be, but they (often rightly) suspect that the first measure is only a single step. And many more will follow with a possible loss of jobs as a final result.

Employees, experts, anyone involved in the operation is well aware of the communication behind a change. The change is perceived as a Trojan Horse; it looks alright from the outside – like a present – but the real identity of the change will soon be revealed and this will be all but positive impact (on the employee).

Take again the case of -- How-to-Deal-with-Unnecessary-and-Unproductive-Resistance – the affected author will sense that the quality measure is only a first step on a road that leads to his dismissal.

Make sure if you are dealing with change that you are clear and honest about the final goal. If there is bad news, present it without disguise and do not start a series of measures that will lack credibility.

© 2006 Hans Bool

Hans Bool is the founder of Astor White a traditional management consulting company that offers online management tools. Have a look at some of our free management tools

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