Reducing Perceived Resistance to Change

Reducing Perceived Resistance to Change — Five Approaches

Foundation

Reducing Resistance Foundation

Successful change management depends on:

Addressing causes of resistance
Improving the change implementation process

Five Approaches

5 Reduction Approaches

There are several approaches leaders can take to implement change successfully:

Education and Communication
Participation and Involvement
Facilitation and Support
Negotiation and Agreement
Coercion

Education and Communication

Education + Communication

Open communication is necessary throughout the change process and helps reduce uncertainty.

Educate to Reduce

Educating people about:

The need for a change
The expected results of a change

…should reduce resistance.

Participation and Involvement

Participation + Involvement

Leaders reduce resistance by actively involving those affected in:

Designing the change
Implementing the change

Generates Ownership

Involving people in the change process helps generate:

Ownership
Commitment to the change

Facilitation and Support

Facilitation + Support

Leaders should:

Introduce the change to employees gradually
Provide additional training, if needed

Reinforcement + Encouragement

Reinforcement and encouragement help facilitate the power of high expectations throughout the organization.

Negotiation and Agreement

Negotiation + Agreement

Leaders may choose to offer incentives to those who continue to resist the change.

Negotiated Agreements

In difficult times, negotiated agreements can help focus and remind employees of the changes agreed upon as the change process progresses.

Coercion

Coercion is a forcing technique used to make employees accept change.

Coercion Risks

Coercion can:

Negatively affect attitudes
Potentially cause long-term negative consequences

Coercion NOT Recommended

Coercion Not Recommended

Coerced compliance is NOT recommended and requires constant leadership oversight to ensure the change remains in effect.