Methods by which you can overcome the resistance to change in organisation?
Answers
1. Structure the team to maximize its potential
Give team members appropriate roles and responsibilities that use skills to their best advantage, while also providing the potential for personal and team development. After communicating the change initiative, consider the strengths and weaknesses of each team member.
In one-to-one sessions, establish how the team member is best suited to aiding with the change initiative, and consider ways in which it may help the individual improve personal weaknesses while simultaneously taking advantage of their strengths. Such a personal collaboration within the team effort will help engage each team member in the change effort.
2. Set challenging, achievable and engaging targets
Be clear in guidance about goals and targets. Break change projects into smaller milestones, and celebrate achievements. Goals should be progressive and in line with values and beliefs.
Don’t limit milestones creation and goal achievement to the overall effort. While these are important team milestones, and will help to motivate the team to continue with maximum effort, it is also important that you consider individual progress. Seek ways to anchor personal development to the creation and continuation of team goals along the change journey.
3. Resolve conflicts quickly and effectively
Utilize the seven methods of care-fronting to regulate and control communicative breakdowns. Encourage openness and honesty and engender an environment of mutual trust and respect.
It is imperative to engender a good team spirit, so you should consider ways in which you can do so. During periods of change, tensions may run high and personal anxieties will be heightened. Team meetings and team bonding sessions will help your people to understand and appreciate their colleagues more easily, especially if you ensure transparency of communication and a systematic approach to problem solving that encourages frank exchange of view to reach a collective and collaborative partnership.
4. Show passion
Communicate passionately and be an example of belief in the future vision. When other people see leaders’ behaviors emulating those required by change, they more quickly come into line with the new behaviors and become change advocates themselves.
‘Where leaders tread, others follow’ is an apt edict for executives to live by. Only by being the change can you expect others to onboard the new values and behaviors expected.