Anita Campbell Anita Campbell is the Founder, CEO and Publisher of Small Business Trends and has been following trends in small businesses since 2003. She is the owner of BizSugar, a social media site for small businesses.

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  1. It is important to expect change. It is inevitable anyway. So expect it and prepare for it instead of resisting it.

  2. The only constant is change? 😉

  3. The two methods of overcoming resistance to change that stick out to me as the most important in this piece are WIIFM (What’s in it for me?) and security. WIIFM answers WHY should I agree to this? and security answers HOW safe is my job once we implement this change? These two methods create the buy-in from the team in order to implement change successfully. Answering WIIFM can sometimes be hard question to answer if you are not in tune with what your team wishes would improve in the workplace. It is important that you have a repertoire with your teams so you can properly present the WIIFM. As a leader, you can always say this change is happening, but if you want it done right, you need your team on your side.

  4. It is important to reassure your employees that when change takes place that they are safe. It is also important to know that if the change does directly affect employees to let them know in well due time. A great owner would ensure that they will do everything possible to keep all personnel intact. If this isn’t possible, it would be courteous of the business owner to pay severance to the employees that will be directly affected by the change that is taking place. Not all change is good, however, I understand how change can potentially take the company to new heights at some point.

  5. This article provides a lot of information on ways to engage employees in regards to implementing change. Employee engagement is important and can boost morale. Being able to communicate “the big picture” and the projected outcome is key and having the skill to deliver the message in different ways, to different audiences, is a plus. As long as the message is consistent and has a foundation. Adding incentives, games and office wide announcements to acknowledge employees taking initiative is a good point. Another idea is hosting a retreat/meeting offsite which changes the regular work schedule and put employees in a different environment, which might change the way one processes/thinks.

  6. This is a great article talking about the possible ways to invoke change in many organizations. Creating fun and giving positive feedback is a great way of doing this. I have said this about change before, but in order for everyone to get on board with the change, they need to be comfortable with the environment they are in. When people are happy, they are going to give you their best work. This is why it is important for organizations to make sure they implement their new policies or technologies at the right time. This is mostly true when talking about older workers who have to try and adapt to new technologies. Having fun and giving your employees a little bit of time to adapt to the change is the best way to reach the overall population in my mind.

  7. This article provides excellent insight on different ways to engage employees when it comes to change. When organizations are undergoing a new change, employees often have their own thoughts and feelings about it. In order for the change to be successful, employees should be allowed to voice their thoughts and opinions with their leaders. This would help management get a scope on how the change may impact the company further. Some employees might have resistance to this change especially when it involves methods that they may not be used to. The best way to get everybody on board is to stay consistent and make sure to show appreciation for them. Team meetings are an excellent way to achieve this!

  8. Oftentimes when managers encounter resistance to change, it occurs because the employees do not see how the changes will benefit them. Managers may explain how the change will improve the company, but this article states that good managers should take the time to explain how the changes will benefit the individual employee. It is helpful to prepare specific examples of how the changes will positively affect not only the company, but each employee. Another great suggestion from this article is the idea of the “pride system” in which managers can reward their employees and create a positive work environment through positive recognition. This is important at every level of organizational change because once employees feel like they are doing a good job and feel recognized, they are more likely to accept the new changes.

  9. The techniques presented in this article are brief, simple and very tangible for every type and size of business.
    Creatures of habits creating a new one can be very challenging, especially if so many things are at stake (job, paycheck, position within the company). The techniques presented focus on the right side of the problem: not the on actual change, but on the people.
    A Change should be presented as a comfortable event, just like the comfortable event of no change feels like. With the techniques presented the change happens naturally and almost effortlessly, allowing the worker to feel “naturally” integrated in the process.
    By being guaranteed a net and a cushion of support (jobs are not at stake, positive support, rewards) the workers end up having fun with it and embrace and welcome the change.

  10. I agree with what the article says regarding how to deal with resistance to change. Many times, the root cause of resistance to change is people think their job is at risk. It is important to inform employees their status is still secure within the organization. Another important aspect is being able to articulate and show how the change will have a positive impact on the employees’ jobs. Also, being able to show how it can improve their moods will lead to less resistance to change. This is not saying resistance to change is bad, it is necessary but is something mangers should try to mitigate.

  11. For many employees, change can be both a daunting and scary prospect. If employees don’t feel included in or integral to the change taking place, it can be difficult if not impossible to receive buy-in from them. This article talks about showing employees the big picture, not just once but many times. I have been guilty of explaining the “big picture” to employees once and then assuming that idea sticks with them. As managers, it is important to check back in with employees to make sure everyone is still on the same page and clear up any misunderstandings or misconceptions that may have arisen in the interim.

  12. For many employees, change can be both a daunting and scary prospect. If employees don’t feel included in or integral to the change taking place, it can be difficult if not impossible to receive buy-in from them. This article talks about showing employees the big picture, not just once but many times. I have been guilty of explaining the “big picture” to employees once and then assuming that idea sticks with them. As managers, it is important to check back in with employees to make sure everyone is still on the same page and clear up any misunderstandings or misconceptions that may have arisen in the interim.

  13. A business cannot remain competitive if it never undergoes change. Therefore, change is inevitable, but the process does not have to be painful if managed correctly. Before implementing change, leaders should put themselves in the shoes of their employees. Leaders must be prepared to answer tough questions and have strategies in place for overcoming resistant behaviors. It is also important for leaders not to set unrealistic goals and timelines. Change does not occur overnight. Employees need time to buy into change for it to be successful. It is also important to keep employees informed throughout the change process. Furthermore, leaders must make their employees feel that they play a significant role in the success of the company. Leaders must create an environment that not only allows for the sharing of ideas, but one which employees are comfortable doing so.

  14. Santiago Alurralde

    I would expect to make such good hires that instead of waiting for the team to be on board for changes I want to make, the team should tell me what should be changed, and why. I think younger generations lead the way for changes and from what I have experienced from an employee standpoint, most of my colleagues have always had brilliant ideas that were worth listening to had I been the manager.
    In spite of this, employees need to have visibility and know the big picture, therefore communication should not halt for weeks and the team should be aware of what the organization is accomplishing and what would be useful towards maintaining its success in time. The cloud example provided by professor Yoest is a wonderful way to keep everyone up to date in a team that is geographically distributed and it helps to align everyone with potential changes.
    I’d also like to emphasize the importance of employee praise and rewards since it raises morale and people in a positive mindset who feel valued are prone to contribute to changes. Rewarding staff after every step taken towards change keeps the level engagement and even encourages new ideas to flourish and be discussed.

  15. This article should definitely be shared with all business owners because it includes suggestions you rarely see in other articles sharing insight on how to effectively bring about change. Outside of the importance of communication of the big picture, which is always heavily stressed, I think we often forget about the unspoken needs of employees in a workplace. By this I mean, the importance of affirmation, rewards, and making it mean something to each individual in their respective task. However, the biggest one I never considered was fear of losing employment. Even for myself who has not been too fond of change forgot that it was a thought in one position I had because usually when companies change (especially the big guys), it’s usually with the intention to downsize above the desire of efficiency. Now with this in mind, I think this accounts for people wanting to stick to the “old way of doing things” more than we attribute to it. However, regardless of the suggestions, it is important to note that the only way to get change to be universally excepted is to satisfy as many people as possible and to make it all seem worth it.

  16. This article is very relevant to the current state of change our country is facing. I think that initially there was some resistance to the quarantine regulations, with people still gathering and visiting places. Since the virus has gotten more serious and deathly, Americans have started to cooperate with the changes invoked. However, for businesses (and it is many of them) that had to temporarily close because of the virus spread, business management may not be able to guarantee job security too their workers. One of the lessons mentioned in this article is that businesses should communicate with their employees that their job is not at stake throughout a period of change. I think that is only true for smaller scale changes. This cannot be applied to large scale changes that require layoffs in order for the company to stay afloat. While I do agree with all of these lessons for companies to keep in mind when there is resistance to change, I think they need to be considered in the scope of the change.

  17. Michael A Harris

    Change is one of the few things in life that is inevitable, the same reigns true within any corporation. However, how an individual/corporation adapts to change is the differentiation. Considering the notion above that a team should be reassured that their jobs are not on the line, is not constant across industries. Industries such as sports and sales come to mind specifically. More times than not, when a new coach, GM or owner of a team comes aboard, they typically have a system in mind that they would like to implement. If an individual on any level does not fit their scheme, then a their job/role is on the line. Regarding sales, change in a targeted market or ways in which the sales team will maneuver can lead to an individual not being capable to perform at their once high-rate. Hence, their job could be on the line if they are not able to adapt to the change in an appropriate time.

  18. One of the most important responsibilities of a leader is to define the future of an organization. In doing so, it is natural to face some form of resistance, especially if you are new to the organization.

    Often times, I have found that change leaders can lack a veil of transparency. I can only assume that it comes from a fear of overwhelming your workforce with too many details. For me, this circles back to the importance of concise and purposeful communication.

    In my experience, I have found it very useful to listen to the resistance to find a new approach within it. I was very new to an organization and was asked to create a new workflow process for my team. There were already pre-existing moral issues, in addition, my peers were exhausted by the organization hiring new managers that wanted to change aspects of the operation; They were used to the “old way,” and I was the designated bad guy.

    In the same breath, they would complain about the outdated technology which made certain aspects of the job tedious. Needless to say, the changes were desperately needed!

    When the time came for me to present the new workflow process to my peers and the leadership team, instead of focusing on how the new process would increase customer satisfaction and decrease the amount of formal complaints presented to leadership, I instead focused on how an increase in customer satisfaction would lead to an increase to the customer base and funding; An increase in funding would lead to an increase in wages and money to update technology, and that the only way to get there was through the new workflow process.

  19. Clear and empathetic communication is a must for a change manager who hopes to get anything done. What may seem very logical and straightforward to the manager may be met with great resistance by others. People resist change for various reasons. Generally, people tend to resist due to the content of the proposed change, the process through which the change is implemented, or the uncertainty that the change can bring. Therefore, it is vital as a change manager to address those aspects to convince as many affected parties as possible to get on board.

  20. Change can often lead to insecurities and be daunting to those involved. This article does a good job of outlining five strategies to tackle said change as the leader of an organization or team. A common thread throughout the author’s article is transparency among everyone. By sharing the “big picture” those involved can be reassured of what the organizations vision and goals are. This idea of reassurance is so important when dealing with large scale change. Whether it is consistent feedback, positive reinforcement, or assuring someone their job is not at stake ultimately plays as a safety net.

  21. This article was a great article it hit close to home with all of these points, the one that was dearer to me was that reassuring that jobs are not at stake. When I was working for Harris Teeter Distribution after I graduated and I was in between teams playing pro football Harris Teeter co. just sold the company to Kroger co. all of the employees including myself were scared that were going to be out of jobs, but right after the sale happened we had a meeting to tell us that we will still have jobs and no changes will happen. Well even now after leaving and coming to Catholic University, Harris teeter has held true to their word. That’s all that an employee cares about is that a company can hold their word and keep them protected from sudden changes like this.

  22. Changes are hard on the individual, even though we are constantly going through them. For businesses to evolve and remais competitive they must go through changes, but their effectiveness rely highly on the acceptance of the employees. The lessons presented here as ways to help staff cope with changes and get onboard are really interesting and spot on. In my opinion, transparency, honesty and openness are key for a smoother transition. Managers need to realize that employees are not lazy or negative, but instead are just uncertain of the benefits of the change and scared that such innovation might bring them more work or frustrations. Having them being a part of the change, listening to their opinions and taking their feelings and insights into consideration not only will bring them along, but also will guarantee a higher effectiveness of the change.

  23. These are great reminders. Helping staff to overcome their anxiety or apprehension surrounding change by having them act as a participant is so smart! I love the tip about celebrating milestones. It recognizes that change is not easy and that there might be several steps to reach the end goal but that the employees are appreciated for trying. I will try to implement these techniques in my own change management.

  24. This article provides solid advice for overcoming resistance to change/implementing change. “Explaining the big picture” (vision) addresses communication of the substance of the change with the goal of showing why the change is necessary. Effective communication is critical to the “collective sense-making” and employee involvement in that conversation reduces fear and builds trust. “Showing how the change helps team members in their daily work” helps address the WIIFM as well as making the change attractive. This is furthered by job security in” Reassure that Jobs are not at Stake”– communicating the change is not a threat is key to gaining a positive response from an employee. Finally, as change is (an often lengthy) process, introducing positive feedback and celebrating milestones further cements momentum, employee trust, and engagement. This article adeptly addresses the How and the Why, Getting the Word Out, Getting the Buy-in, and how to avoid common change management mistakes.

  25. Campbell points out the importance of making the transition of change smooth; mitigating the potential of resistance. When there is a sense of direction, understanding and security instilled in change, employees are more likely to buy-into the new system that is being implemented. The most important aspect, yet often underestimated, is to incorporate positive feedback and bring fun into change. It is already a challenge in itself to battle with the frustrations of change, let alone being in a boring and stale environment. If change can administer an aspect of pleasantness, employees will be apt to adjust to future alterations as the company molds itself according to trends.

  26. This article is an informative and important one. One thing that I personally have never thought about is making sure that people do not feel like their jobs are at stake in any point in time, especially during times of change. I think that it is equally important to remember to keep a fun environment where people feel that they can enjoy the work that they do. When having fun though, keeping it continually ingrained in employees minds of the big picture and purpose of what is taking place in the work environment is equally important. One question that I would pose, how do you invoke change without making it feel that there is no sense of the “reason” that someone joined an organization in the first place.

  27. This article provides a number of very good methods that any change leader “should” be using, not just when confronting change resistance but communicating change in general. The goal of every leader facilitating any type of change should be the target staff embracing it. Providing “open, clear and timely” communications (to the extent possible as the article points out) is key. I would add “consistency” to that list of key points because if a leader waivers in some way, it could seed doubt or undermine trust. I’m not referring to scope changes, data that drives another decision in another direction but more needing to communicate in a way that builds each message from the last. That is how a story is created; one of the best ways to communicate change.

    The main point I took away from this read was what to do about “reassure that jobs at not at stake”. This is valuable but it’s been my experience that this is something very hard to do. There are short term and long term impact from all change. I would more focus on helping staff see where they “fit” into the change. People want to have meaningful roles, want to contribute in valuable ways. When a staff member can’t see their role, they resist, fight to hold on and distrust. Someone who is leading change wants advocates not change disrupters.

  28. This article starts by acknowledging a key premise – change makes people nervous. This is undoubtedly true – because change means uncertainty, the unknown, and that induces fear. We prefer to have things settled and secure. The methods the article explains are great ways to stop this fear in its tracks – communicate clearly what is happening so that people get more information about the change, the whole plan – the more they know the less there is to fear; show them how it will be good for them personally – so there’s no uncertainty there; reassure them that the change will not make their job any less secure – so they don’t have to worry about that either, and finally introduce positivity through feedback and fun to combat any sense of anxiety by replacing it with hope and enthusiasm.

  29. Communicating effectively within an organization when addressing and implementing change is necessary for expanding the vision. As always, an effective and well thought out plan is best in transitioning to avoid failure and the inability to control change. There will always be challenges for management when the accountability for a successful transition is their responsibility. Inspiring management to fully understand how to effectively express genuineness will help the employees to feel purposeful and motivated. As a result, it will increase an independent mindset and encourage employees to think for themselves.

  30. This article points out several ways to implement change that will put your employees at ease. When thinking about change, one of the scariest things is the unknown. It’s comparable to most of our fears. If we have a fear it’s most likely because of the unknown, i.e. you may be scared to sky dive because you don’t truly know what will happen. It’s a calculated risk, much like a change within an organization. This also reminds me of the text, The Memo, by John Yoest, when decisions are being made it is nearly impossible to have 100% of the information available. Most decisions are made when there is a range of 40-70% of available information. Keeping an open dialogue with employees and telling them the big picture or goal can set the tone for the change. Implementing fun along the way never hurt anyone either, who doesn’t like to have a good time?

  31. All five of the tips for overcoming change are very valuable for business leaders and should be taken into consideration when implementing organizational change. When enacting change to a strategy and/or business practices, it is important for the leader to anticipate roadblocks and resistance from team members. While it is important to incorporate all five tips into your changes in organizational strategy, the first one – explain the big picture – most resonated with me. Personally, transparency and sharing of the full vision is most valuable and can help to ensure that everyone is on the same page. Additionally, transparency helps employees to keep the end game in sight and better understand where the company is heading in the future.

  32. Through firsthand experience, the methods discussed in this article can definitely help in overcoming resistance to change. Explaining the big picture and keeping people informed will lessen the fear and anxiety that comes with change. The idea of keeping people on the same page can limit resistance and the assumptions that may arise from change. As stated in the article, the fear of losing a job may spark resistance to change as well. Change managers that can reassure employees that their jobs won’t be eliminated can help in reducing the resistance to change.
    All five methods in the article can help in overcoming resistance to change, however sometimes resistance may not always be bad. These methods may not only be used to overcome resistance, but can be used to shape resistance to produce more positive change.

  33. The ability to overcome change resistance is paramount to the success of the said change. These five lessons can go a great length in quelling resistance to change. One of the senior financial managers at my organization recently experienced change as her job function was being completely reworked. Through discussions with her manager, they spoke of the bigger picture, the intended outcome of this change, and reassured her that her job was not at risk. That reassurance gave her the comfort she needed to fully commit to the change and work with her manager while they created this new redefined role for her. As stated above, job security is the seventh most important factor for employee happiness so it was paramount that they conveyed that to her before moving forward with this change.

  34. This article gave us an abundance of valuable information, short, sweet and straight to the point. Over time and with the right opportunities change maybe of the essence. The five methods of change resistance will play a huge role in employees becoming receptive to change. Showing proof of burden by letting the staff witness first hand how the change will help their jobs run smoother with the new techniques to come. The most important method to employees is reassuring their jobs are not at stake will certainly give them a peace of mind and ease the resistance as they see change can be an awesome part of life and no need to be defensive. My favorite methods in the article is giving positive feedback to your employees and invoking fun. Recognizing your employees for a job well done and making their working environment fun will go a long way and keep the office morale sky high.

  35. This article provides extremely helpful information for managers who are trying to implement change in an efficient and effective way. How a manager communicates and delivers the reason for change, the affects on each individual’s position and workload, and the benefits of the change creates an environment where everyone thoroughly understands what is going on. Resistance to change is a natural reaction, so understanding human behavior and preparing for the resistance prior to communicating it with employees is essential. Reading this article and following the tips to overcome resistance to change would help with preparing for change.

  36. This article does a wonderful job with giving some possible solutions in helping alleviate some tension and stress within the workplace during change. I think that the biggest lesson from this is the importance of communication within the company. Helping relieve fear, incorporating fun, gaining the trust of your employees and many more instances start with the ability to communicate effectively. Another key is being transparent with your employees when discussing your vision. By giving as much information as possible, you are creating that trust between higher and lower levels, and allowing for more involvement.

  37. While I think all these points are important, the one I’d like to emphasize is feedback.
    I think praise and recognition are key, as they reinforce the strengths of the team and their positive behaviors.
    However, I think that the negative feedback is equally, or even more important. I believe that people have negative views about it, because most people do not know how to criticize constructively. In my opinion, when given correctly, negative feedback it can be even more helpful than positive feedback. When given correctly, we can identify our opportunities and help our teams become better. For negative feedback to be useful, it needs to start with us questioning and trying to understand the behaviors that we are planning to talk about. Like, why did you do that, what motivated you to act in that way. Then, it needs to be specific to the action, and explain why it is wrong and what could go better. After that, you can offer some advice on how to navigate the situation differently.

  38. Fun, fun, fun most people do not realize fun is not about having fun but the power to have choice in what we do. If we take that power of choice away and are being told what to do it is no longer fun. I believe the power choice is important when talking to your staff and to management. Giving somebody options limits what they might do but also empowers somebody to jum p on board with what you might be offering somebody to be part of something and it seems as though they had a say in the matter when they Cleary did not. Also, the power of choice can embolden someone to be better in thier chosen skill set.

  39. I really enjoyed reading this article and I think it explained in detail some of the key aspects to present and incentivize employees that would benefit management in the long run if they’re considering making a drastic change to the operation of the organization or company in any way. By creating a positive working environment, reassuring job security, and detailing how employees work life will improve and or change in any way can go a long ways towards incentivizing and motivating employees to stay engaged and reach their full working potential if they have goals and benchmarks that they’re attempting to reach. Ultimately keeping employees happy and motivated will lead to an efficient and successful workforce within the company.

  40. Change brings anxiety and discomfort, sometimes stress, to employees especially if they were already used to daily routines and the planned changes or processes can break their regular work habits. The author gave a very well-thought list of methods in overcoming resistance to change. In explaining the big picture, management or leaders must be able to prepare employees, particularly those that will be affected, on the need for these changes. Communication is very important as well as the ability to listen to the employees’ concerns. Management must be a role model in addition to taking the proactive steps on the proposed changes. Train employees, if need to, and learn with them so as to easily adapt to these changes making it more rewarding for both management and employees as they discover together the strengths and weaknesses of the changes that were made. And of course, do not forget to celebrate the small wins for each milestone accomplished.

    Changes always happen and one cannot control it. Developing how to respond to changes, however, can be controlled as long as management supports employees in dealing with these changes and employees, on the other hand, has a positive attitude towards these, then, I believe changes can be achieved successfully.

  41. After completing this week’s assigned readings and articles I was able to gain much perspective and insight. Throughout the workforce environment many employees are often very resistant to change due to the fact that they feel as though it will affect their job in the long run. Many individuals fear as though their position will be eliminated or they will be out of a job. However, I firmly believe employers should definitely reassure their employees that their jobs won’t be at stake, that the change is to improve the company/organization which helps put the individual’s mind at ease, and allow them to feel secure with their job.

  42. These seem to be pretty straight forward and simple steps to ensure less resistance to change amongst employees. I always find it interesting how simple these small changes seem. We have a pretty important topic in “finding ways to mitigate resistance” in change, but the answers are no secrets. If employees are happy, feel safe, and understand why the change is happening, they are going to be a lot more engaged in making the change process.
    Once it’s written out it seems like common sense, but I think in the moment we forget to do a lot of these steps, and so articles like these are great in reminding us what to do when we are about to make a bigger organizational change, or we fear some resistance.

  43. You brought up a lot of interesting points within your article. I have found that positive feedback and job safety are crucial to implementing new changes within an organization. By providing a safe environment where questions and concerns are welcome, people will engage with the organization and thrive in their positions. Another way to support change is by providing positive feedback and allowing employees to engage in conversations about future organizational changes. Allowing people to feel as though they are a part of the decision process makes them more likely to support and accept the new change within the organization.

  44. My biggest takeaway from this was to show how change helps team members in their daily work. Often times you hear the phrase of learning how to be comfortable with being uncomofrtable. Usualy those uneasy feelings are because we are being challenged and therefore making progress. Again, it is natural to resist change and not be ok with it at first. It takes time to acclimate. I think with all types of change, there should be transparency and proper explanation. Most people fear change out of the unknown and by informing people of change and how it will happen, it leaves for less assuming, less anxiety, and ultimately more success for the company. After all, the changes are only happening to make the company better or more successful.

  45. I think it is really important and interesting to include fun. Fun is usually forgotten in conversations about organizational change or management in general. Yet, once it’s said, it seems so obvious that managers should try to incorporate more fun. This doesn’t have to be exhaustive or exuberant but it will help raise people’s energy, their creativity, and their overall enjoyment going to work. People who want to go to work will keep going to work. When going through change, having to hire or train new people isn’t ideal. Keeping your employees engaged and excited is a good way of keeping them on the job.

  46. This article highlighted steps to take to better implement change, but what it really answered was why it is necessary to explain these changes for employees. People are naturally going to be hesitant to changes, because this is not a simple task or request. In order, for the vision of change to fully work then the meaning behind these changes have to be explained. Employees do not want to blindly trust because that can lead to being taking advantage of. People want to engage with each other to breakdown any problems or issues, and these steps definitely help in the process of understanding.

  47. Danielle Waldschmidt

    Communicating the vision is so important. I’m surprised with the number of employees who don’t know the vision of the organization and don’t take the time to understand it or where the agency is going. It’s understandable why employees would be hesitant for change when they aren’t getting the communication they need. Or make up concerns when they aren’t getting all of the information they need. It seems like a basic task to inform people they aren’t going to lose their job, but I’m guessing it is frequently overlooked. It is easy to understand supervisors forget to share basic information. I think the first step when implementing a change is to make sure the right communication is happening. 
    Fostering a team atmosphere is something we all should be working towards. Sometimes it can be hard to see the big picture and how everything works together. Communicating that will help make the change easier. Change isn’t easy, following the steps outlined in the article allow for employees to accept the change.

  48. The article “Overcoming Resistance to Change: 5 Lessons Learned the Hard Way” discusses the ways that managers can overcome resistance within their organization. The points made about overcoming resistance range from providing a big picture of the change to having employees have input into the situation. The idea that stood out to me was the first “providing a big picture.” When communicating change with employees, there is a tendency to get into the nitty gritty. When a manager focuses to much on these details it can affect what the overall trajectory of the change was meant to fix. It is important to understand the employees concerns and questions but it is on the manager to make sure everyone understands and knows what the overall goal and picture are that everyone is working on.

  49. As a small business owner and a graduate student in management, I naturally enjoyed reading this article. My company has been operating for over 10 years now, and we have experienced significant growth over the last few years. As a result, we have had to make a number of important changes and also have several projects in the pipeline that we are excited to get underway. As we look ahead to the future, we will certainly keep in mind these five “tried and tested” methods for overcoming resistance. With the new year approaching, the timing feels right to gather the team and explain our vision, show the team members how upcoming changes will benefit them, create opportunities to grow in the company, create and implement a recognition program, and think of ways to make the change process fun.

  50. As a small business owner and a graduate student in management, I naturally enjoyed reading this article. My company has been operating for over 10 years now, and we have experienced significant growth over the last few years. As a result, we have had to make a number of important changes and also have several projects in the pipeline that we are excited to get underway. As we look ahead to the future, we will certainly keep in mind these five “tried and tested” methods for overcoming resistance. With the new year approaching, the timing feels right to gather the team and explain our vision, show the team members how upcoming changes will benefit them, create opportunities to grow in the company, create and implement a recognition program, and think of ways to make the change process fun.

  51. I really enjoyed this piece and agree with all five methods presented throughout the article. However, the two that stood out to me were “Explaining the Big Picture” and “Show How Change Helps Team Members in Their Daily Work”. Explaining how this change will change the way the company or team works and laying out the “vision you’re trying to accomplish and the reasons for the change” will allow everyone involved to see the end goal. Without this important information, employees may not understand why the change is being implemented and push back. Going deeper, the employees will want to know how they fit into the big picture. Answering questions such as “what’s in it for me” and “how does this change affect my day to day” will reassure employees that they are still important to the company. Having examples is the most important component of this method.

  52. Change can always have some level of difficulties within a company. Change is scary because it is new to everyone even the one invoking the change. Having clear conversations of why you choose to change something is the first and probably most important step for these transitions. Your employees are going to be nervous in some way because they are used to how it has been done in the past. Something the article stating about invoking fun with the change can make everyone feel calm through the transitions and just communciating that this change is not being put in place to replace anyone or make them uncomfortable but to expand what the company can build on in a positive way.

  53. I found this article to be very interesting. I think that it made a lot of great points. I think that it is an important topic to know. I like that they gave tips to help with the resistance to change. As a leader, you need to be open to things to change and develop in a certain way. If you resit change you will be at a standstill in your career and life.

  54. This article offered a lot of value for new managers trying to execute change. It also made it fairly simple to understand. I agreed with all the steps. First, I am a big supporter that transparency between management and employees is essential to building trust. If you are up-front about the issues and how they are being addressed, that can go a long way in building camaraderie in the workplace. It also helps avoid gossip and rumors that can be demoralizing. Further, I agree that it is important to explain what is in it for them when it comes to why a change is necessary. Your team doesn’t care about your increased savings or earnings. The ones at the bottom don’t see this and cannot get enthused over it. Find a way to show them what they will gain from it. It may be as simple as it gives them less paperwork to do. I think having fun and reassuring job stability goes without saying. People want to know they will have a job for the foreseeable future and they want to enjoy it at the same time. Finally, constant feedback is vitally important. I know I have always done better when I know what I am doing right and what I need to improve on. It take out the guessing work that slows development.

  55. The comments in this article are simple, yet very important and applicable to any company or team. While the last point might seem obvious or not as serious compared to others, I think it is very important. The final point made is to have fun. Employees need to enjoy work, this will keep them coming back and will increase their performance. Specifically, one aspect of this section that I like is where it suggests celebrating the little things. This creates not only a fun environment but a supportive one as well where all employees empower one another and want the best for each other. No milestone or accomplishment should be overlooked. As I mentioned earlier, this will not only keep people happy, but it will also make people motivated which will improve the companies outcome.

  56. Change makes people feel as though they have lost control. Humans are creatures of habit and generally enjoy routine and procedure. Implementing a new change is going away from the status quo and a departure from “the way it’s always been done”. Change brings people a certain fear of the unknown. With that being said, leaders must establish a vision for the future and bring clarity to that sense of the unknown. By showing how a change will benefit team members, the change will be embraced rather than resisted. When people receive positive reinforcement for integrating the change into their routines, they will continue to take steps into continuing the change process.

  57. Change can be hard and many people do not like having any change at all. The five tested models really show how it would make change easier to evolve into and get adapted to. The five tested models explain the big picture, show how change helps team members in their daily work, reassure that jobs are not at stake, give positive feedback, and invoke fun. The one that stands out the most is to invoke fun. A lot of people dread change even if it is the smallest change being made. Change needs to be seen as fun and people need to see the good that comes out of it. Where the big picture of change is explained and then the good in that, people will be more responsive to change. People and teams will want to change when they see the best of the future for themselves and the business. By going through the five tested models of change, change will be looked at better within the organization and it will lead to more success.

  58. First we need to acknowledge just how difficult it can be to make changes in your daily/professional life. I feel as though all 5 of these methods are proven to be successful, yet I want to focus on “Show How Change Helps Team Members in Their Daily Work”. This method is layered because it speaks to just how much work a leader is required to do to inspire change in their colleagues. Figuring out what changes to make in order to increase the overall effectiveness and productivity of a team requires a lot of time and effort in itself. However, this is only half the battle. The other and more important half is getting team members to embrace these changes and understand, as the articles phrases, “what’s in it for me”. Managers can spend so much time figuring out what changes need to be made, and even if they are technically the correct changes, they will not be as effective if they don’t receive the buy-in from the individual members of the group. Each manager needs to find their own voice in describing how these changes will help team members, but to me this was the most meaningful method.

  59. I struggled as a young manager “to get” my teammates to change. My mistake was expecting my teammates to know everything I knew and were able to see the brighter future that change would bring. Unfortunately, most people do not want to change. Most people are happy with the status quo.

    To overcome resistance, I learned through trial and error many of the methods listed in this article. All of them are important; however, I believe reassuring people that their jobs are not at stake is often overlooked. At the end of the day, I’ve found that most organizations that are resistant to change often have a fear-based culture. In those types of cultures, the fear of losing a job is the most paramount. If you can show people that their jobs are not on the line, you can use the rest of the methods to move your vision forward.

  60. As a young manager, I struggled “to get” my teammates to change. My mistake was expecting my teammates to know everything I knew and were able to see the brighter future that change would bring. Unfortunately, most people do not want to change. Most people are happy with the status quo.

    To overcome resistance, I learned through trial and error many of the methods listed in this article. All of them are important; however, I believe reassuring people that their jobs are not at stake is often overlooked. At the end of the day, I’ve found that most organizations that are resistant to change often have a fear-based culture. In those types of cultures, the fear of losing a job is the most paramount. If you can show people that their jobs are not on the line, you can use the rest of the methods to move your vision forward.

  61. I believe an explanation of the big picture is the first line of communication and so very important to employees for an understanding of the task/change at hand. Unfortunately, management lacks this method of encouragement and goals are not reached or let alone understood in the agreement to fulfill any goals/changes.

    The vision of the end goal, the team’s daily work, and specific examples showing how change helps are good teaching tools. Employers make the stern decision for the employees to implement with little to nothing to work with forcing employees to get acclimated to assignments. A swift training explaining how the change will help the worker, as well as the company, should make things better.
    While employees are in the dark acclimating to the change, an assurance that jobs are not at stake is reassuring. So the communication of change will not go in one ear and out the other, please state as many times as necessary that the change improves conditions and opportunity for all.

    Positive feedback is a great lesson. As the article put in so many words, positive recognition creates a, not so tense, work environment and may engage employee involvement in wanting the change.

    Wow, above all, invoke fun! Who does this? I feel this is the nonexistence of all five lessons to overcoming resistance. A strive to create a work environment in which change interjects a bit of excitement, of course, any resistance evaporates and the team may embrace it because it’s a wonderful feeling to be on the same page.

    These five (5) techniques are not taught where I am currently employed in helping with the transition but resistance to change can be overcome now that I am well informed and much aware of these lessons learned in coping with the potential.

  62. Unfortunately, businesses are not familiar with these techniques, therefore, experiencing resistance. These five encouraging tips will definitely help in embracing organizational change and/or at least make it easier. I believe a company needs to stress these points in the assistance of overcoming changes.

    An explanation of the big picture is the first line of communication and so very important to employees for an understanding of the task/change at hand. Unfortunately, management lacks this method of encouragement and goals are not reached or let alone understood in the agreement to fulfill any goals/changes.

    The vision of the end goal, the team’s daily work, and specific examples showing how change helps are good teaching tools. Employers make the stern decision for the employees to implement with little to nothing to work with forcing employees to get acclimated to assignments. A swift training explaining how the change will help the worker, as well as the company, should make things better.
    While employees are in the dark acclimating to the change, an assurance that jobs are not at stake is reassuring. So the communication of change will not go in one ear and out the other, please state as many times as necessary that the change improves conditions and opportunity for all.

    Positive feedback is a great lesson. As the article put in so many words, positive recognition creates a, not so tense, work environment and may engage employee involvement in wanting the change.

    Wow, above all, invoke fun! Who does this? I feel this is the nonexistence of all five lessons to overcoming resistance. A strive to create a work environment in which change interjects a bit of excitement, of course, any resistance evaporates and the team may embrace it because it’s a wonderful feeling to be on the same page.

    These five (5) techniques are not taught where I am currently employed in helping with the transition but resistance to change can be overcome now that I am well informed and much aware of these lessons learned in coping with the potential.

  63. Change is one of the only things in life that is constant. Change in the workplace is no exception if the business that you are in is not stagnant. If there is a desire to grow and become more profitable and have a larger name in your industry then the comments from this article are key things to do to implement change order. I have also personally used most of these strategies or learned the hard way from NOT attempting them and it is very apparent when you see them working. People are naturally curious. At the same time human nature tends to make us also worry about ourselves or how situations will affect us. To this end, explaining how the change will be good for the business and also for the employees will go a long way to implementing change.

  64. This is an excellent article and I think that it really drives home some idea on how to invoke change within an organization, which we know is not an easy thing to do. Giving feedback, creating fun, safe environments for employees to function in is a great step towards this change occurring. People need to be comfortable with the environment they are in in order to help the change. When people are happy, they are willing and eager to participate and move the change along, if they are not happy and uncomfortable, they won’t be willing to participate. Timing is everything, making sure the change comes at a time where it will be relatively easy for people to buy in and change is very important. People say that the only constant is change, but there is a way to make it comfortable.

  65. Change is something that is often agonize over, both by the ones who are implementing it, and the ones who are directly effected. I love the way this article simply outlines five strategies to tackle change as the leader of an organization/team. I resonate a lot with the common theme that transparency is necessary for success. It builds trust with your employees and makes it so that there is no need for confusion. When people feel as though they are in the know, they are going to be much quicker to come to the table and give you that buy-in that is so so necessary.

  66. When change arises in the workplaces, workers are drawn to what affects them. I like how the article mentions getting them to see the big pictures and how the change can benefit them. It can be extremely hard to be motivated for change if there is seemingly no reason for the change. With enough reason and motivation on why they should care, employees will start to go along with change and overcome that resistance.

  67. As mentioned in the article, change is not always met with open arms by employees due to a variety of reasons. However, changes are needed for a business to grow. Just like everything else in life, changes are necessary for growth and change can make a lot of people anxious or worry. As a manager, it is one’s job to carefully set the stage for change while also ensuring the roles of those the change pertains to. By using techniques such as explaining the big picture, employees can better understand their place and role within the new changes.

  68. I struggled as a young manager “to get” my teammates to change. My mistake was expecting my teammates to know everything I knew and were able to see the brighter future that change would bring. Unfortunately, most people do not want to change. Most people are happy with the status quo. To overcome resistance, I learned through trial and error many of the methods listed in this article. All of them are important; however, I believe reassuring people that their jobs are not at stake is often overlooked. At the end of the day, I’ve found that most organizations that are resistant to change often have a fear-based culture. In those types of cultures, the fear of losing a job is the most paramount. If you can show people that their jobs are not on the line, you can use the rest of the methods to move your vision forward.

  69. Colleen McLaughlin

    Change is something that is constantly happening, we have to expect it and accept it. This article covers 5 different techniques and ways to overcome resistance to change in a small business. Two of my favorite techniques that were discussed in the article are, “giving positive feedback” and “invoke fun.” The best way to implement change and also have the employees be on board with the new change is to give positive feedback. Change is not easy and showing the employees that they are handling the change well will allow them to adjust to the change with the positive reinforcement from a higher power. The second is to invoke fun within the change period. Allowing the employees to be a part of the change will be engaging and give them an opportunity to feel like they have a say in the new way.

  70. I found the first paragraph incredibly interesting. It seems so obvious: convey the big picture to your team. Yet it is so often forgotten. Everyone is different which means that the “obvious picture” is different for everyone. That means that you have to explain what you see and where you want to take things, because everyone else is thinking something slightly different. Even if you are the boss, your employees might have better ideas than you, and explaining where you want to take things will give them time to evaluate and give feedback that might improve your ideas. Without this process, employees feel left out and uninspired.

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