Change: How to Lead it, Manage it, and Do it - Vol. 2

Change: How to Lead it, Manage it, and Do it - Vol. 2
As promised, this article will focus on why people resist change, which is the 2nd step in learning to LEAD CHANGE.
 
Resistance to change is not new. There are many historical accounts of people attempting to lead change and others resisting it. The following come to mind:

1. For many years, most people believed that Aristotle was correct when he asserted that the heavier the object, the faster it falls to the ground. Maybe you still believe this; perhaps you might need to do an experiment to test this when I tell you that 2000 years later, Galileo proved this wrong. In 1589, he conducted an experiment where he pushed two weights, one weighing 10 pounds and the other weighing 1 pound off of the Leaning Tower of Pisa. At the bottom were several educated professors who were there to witness the result of the experiment. Sure enough, both the weights landed at the same time. In spite of this proof, however, the professors denied what they had seen andcontinued to say Aristotle was correct in his initial assertion. (Go ahead—do your experiment!!)

2. Galileo later proved the theory of Copernicus, that the earth was not the center of the universe—that the earth and planets revolve around the sun. But, when he tried to convince others of this and thereby change their beliefs, he was thrown into prison and spent the rest of his life under house arrest.

3. To use a Biblical example, the Apostle Paul, after he was converted on the road to Damascus, began preaching something new: the concept of grace and open reconciliation with God despite race and ethnicity as opposed to thelegalism that had been recognized by the religious scholars of that day. For Paul’s new “ideas,” he was alienated, tortured, thrown in prison, and eventually killed.

Resistance to change is all-encompassing; it applies to all generations, education levels, genders, and cultures. Good leaders understand this and plan for it.
 
Good leaders know the reasons why people resist change and know their people well enough to understand their resistance.
 
So what are these reasons? Here is a list of the most common reasons we encounter:
 
1. People are not involved in the change – it is imposed on them, they have had no input in it, or they haven’t been a part of the process of change.
 
2. The reason for the change isn’t clear – it’s very important for people to understand WHY change is needed.
 
3. Leaders don’t have the respect of the followers – if people don’t trust, like, or respect their leader, they typically view the change the same way they view the leader.
 
4. The change requires people to make an additional commitment – usually in terms of their time. If the cost of change is time, many will resist.
 
5. Change may present personal loss – most people will view change through a filter of “how will this affect me?” People will usually weigh the advantage/disadvantage of change in light of personal gain/loss, not organizational gain/loss.
 
6. Routine is disrupted – a sizeable number of the working population are dominant “S’s” according to the DISC theory, which means they value their daily routines and habits. For these folks especially, there is usually a “built in” natural resistance to change. Our habits are comfortable to all of us—even if they are not always efficient or effective.
 
7. Fear – although in our experience, folks are getting more used to the concept of constant organizational change, many still fear the unknown or possible failure associated with change.
 
As you see the need to lead change in your organization, you will be wise to be aware of what resistance you may encounter, from others and even yourself.
 
Next time, we will explore how leaders become Change Champions.
 
-- Pamper