Understanding The 4 Most Common Responses To Change
In today’s fast paced business world organisational change is becoming a consistent challenge. The reality is that change will always be here as it is a part of life. There is nothing that you can do to stop it. Many people and organisations try their best to avoid it or deny it but, eventually they will have to face it sooner or later.
Denying change can be very costly for an organisation as it can mean that your competitors can get a head of you and leave you behind. There is the temptation for managers to protect their staff from change knowing that it can affect them. However, putting off the inevitable can make the situation worse.
Effective managers understand that trying to fight and resist change is a waste of time, energy and resources. Effective managers embrace change and use it to the advantage of their staff and the organisation as a whole.
To be better prepared for change you need to be aware and understand the 4 common responses to change as follows:
Denial
The natural human response to change is denial because it is the most convenient and least painful response. When new proposals for change are put forward there instant reaction is to say that it will not work and it is a complete waste of time. Why fix a thing when it is not broken. People can blinker change out and pretend that it is not happening. This blinkered outlook is a classic denial response.
Resistance
When change becomes more of a reality than just an idea people’s responses will move from one of denial to resistance. This is also a natural human reaction to change and is nothing to be alarmed about. The key thing at the resistance stage is not to allow it to become deep seated. As a manager you must work with your staff to ensure the resistance is short lived.
Realisation
To move people towards acceptance it is important to communicate to staff of the benefits that will come with change. Also, emphasize that not changing will create risk and uncertainty in the future. Other things to point out is that the change maybe painful at the start however, in the long term it will make their jobs easier and more productive. At this stage people begin to realise the need for change.
Acceptance
The last phase is the acceptance of change. At this point you, your staff and the organisation have seen the light and have embraced the concept of change.