Have you experienced resistance to a change initiative? Are you aiming to maintain the status quo? Trying to encourage teams to embrace a proposed change?
In this podcast Leo Wilson from Willow Consulting examines how to get people out of their ‘comfort zone’ and also explores in details the second constant of change from ‘Change Guides’.
Leo focuses on how you can overcome the “rest state” within your organisation and explores in further detail the acclaimed book “The Eight Constants of Change”, written by Stacy Aaron and Kate Nelson, which was published in 2008.
Leo is a Principal Consultant and Director at Willow Consulting, and is an expert in organisational change management.
Points raised in this podcast:
- ‘The unknown’ is a common resistance to change.
- There are three main areas to focus upon in change management including the personal, structural and psychological effects for individuals within the change management process.
- Outsourcing can cause individuals to experience a threat within the workplace and individuals can experience a sense of loss.
- One of the ways to encourage people to get out of their comfort zone is to explore the personal side of the transition and communicate and support the change that is inevitably going to take place.
- Lack of resources including training, support and communication can be a structural constraint that can cause issues during the organisational change process.
- Personalising the training mediums is a way to deliver the information in a range of ways that make individuals within the organisation feel more comfortable. Undertaking a work impact statement can assist in this process.
- Structuring a change program is essential to ensure that there is more than just training – allowing teams to adopt and adapt to new environments and new processes/programs.
- Psychological constraints are within each individual. The brain works harder and it takes more physical energy to do new things.
- Project managers should be looking for leaders and project managers will be able to deal with these effectively.
- Engaging with team leaders and getting them to give you a good read is a reality check.
- Have a good organisational radar, understand where your people who are resistant to change sit within the organisation so a unique approach can be taken.
Check out Leo’s services and experience in more detail by visiting Willow Consulting.
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