14 Reasons People Resistance Change Initiatives 13. people believe that the proposed change is the “flavor of the month” and will go away soon. the lack of leadership presence on the change team strengthens this. 14. communication about the change is only trying to “sell the vision.” it doesn’t take into account people’s emotions. resistance is always emotional. Resistance to change manifests itself in many ways, from foot dragging and inertia to petty sabotage to outright rebellions. the best tool for leaders of change is to understand the predictable.
8 Reasons People Resist Change People Change Resistan Vrogue Co In fact, according to shore, resistance to change is the most common reason why many change initiatives fail. “people are people—carbon and water. as such, we resist change. it’s important to recognize that managing change is about upsetting people only at a rate that they can tolerate. it’s all about physics. for change there must be. Kotter and schlesinger help calm the chaos by identifying four basic reasons why people resist change and offering various methods for overcoming resistance. managers, the authors say, should. While there can be several reasons why an employee is resistant to organizational change, here are the five most common reasons: 1. mistrust and lack of confidence. when employees don’t trust or feel confident in the person making the change, their resistance to it can be a huge barrier. Prosci research participants identified five primary reasons managers resist change: organizational culture issues. lack of awareness and knowledge about change. lack of support and commitment for change management. misalignment of project goals and personal incentives. lack of confidence in their ability to manage change.
8 Reasons People Resist Change People Change Resistan Vrogue Co While there can be several reasons why an employee is resistant to organizational change, here are the five most common reasons: 1. mistrust and lack of confidence. when employees don’t trust or feel confident in the person making the change, their resistance to it can be a huge barrier. Prosci research participants identified five primary reasons managers resist change: organizational culture issues. lack of awareness and knowledge about change. lack of support and commitment for change management. misalignment of project goals and personal incentives. lack of confidence in their ability to manage change. Understanding the psychology behind resistance to change can help you better anticipate and address potential issues, ultimately increasing the likelihood of a successful change initiative. change can be scary, and as a human being, it’s natural to feel a sense of apprehension when faced with the unknown. but fear isn’t the only reason. In today’s fast paced world, it’s natural for people to feel uncomfortable with the unknown, and research shows that approximately 70% of change initiatives fail due to resistance from employees. as a leader, it’s important to recognize that resistance comes in different forms and addressing each type requires a unique approach.
Comments are closed.