Untangling resistance to change
Leadership is not difficult. It’s dangerous. The resistance wears many masks. He might smile, nod his head, and stab you in the back. Resistance might appear with lead boots. Sometimes the resistance manifests as an angry mob.
“…about 70% of all change initiatives fail.” HBR*
Untangling resistance to change:
Change is difficult because complacency is a warm, fuzzy blanket. Disturbance makes us cling to our cover. The panic intensifies in proportion to the perceived disturbance. Big disturbance – big panic.
Fighting to preserve the status quo is panic in disguise.
Tip: Integrate the language of “change” into daily conversations. Ask questions like, “How could we make things a little better?” »
Change is difficult when leaders polish the wrong diamond. Polish yourself before you sell the brilliant change you dream of making.
“I wanted to change the world. But I discovered that the only thing you can be sure of changing is yourself. Aldous Huxley.
Tip: Start with yourself. What must be true about you to make people rush to hell by your side?
Change is stubborn because the challenge is people, not systems or structures. Do not present yourself as a magician. “Watch me pull a rabbit out of my hat.” Nobody cares about your damn bunny.
The problem is inside and not outside. You are doomed until you focus on the people.
Tips: Spend as much time dealing directly with people as planning the execution. Get unofficial leaders on board. Be humble, curious and open.
Change efforts are difficult when viewed as events rather than an ongoing process. Many small wins over time are easier than one giant win on July 31.
Tip: Cut the elephant into small pieces.
What types of resistance do leaders face when leading change?
What have you learned about successful change management?
Leading Change: Why Things Get Worse Before They Get Better (90 seconds of reading)