Manage change resistance

- Change inevitably attracts resistance. Think about changing your bank. A new banking institution may be cheaper, with better customer service and flexibility around payments. But because you already have your account and payments set up with your existing bank, simply the idea of going through the hassle is likely to be painful. This is your own change resistance. Here are some common resistance traits to look out for. A sense of loss. Thinking that you are losing something as a consequence of the change, that could be power, influence, status, or security. Misunderstanding the benefits of the change. Misunderstanding what is expected of stakeholders. Not believing change is possible, because the existing ways are deeply rooted. Assessing the situation differently than leadership. Fear that stakeholders will not be able to develop new skills and behaviors. Once you build an understanding of the resistance root cause and place that alongside your stakeholders' commitment to change, it is time to work through ways of dealing with resistance. First, embrace the resistance you receive. This gives you insights to the action you need to take. It allows you to tailor your change plan, making it relevant to your stakeholder needs and giving clear direction for the future. Second, over-communicate versus under-communicate. Look for information gaps or misconceptions and tailor your messages to correct them. Something to note here is that questions from stakeholders can sometimes be interpreted as resistance, when, in fact, they are seeking more information. Third, provide a safe environment to discuss challenges and fear factors. Empathy, encouragement, and an opportunity to be heard is usually enough to demonstrate that the project team and leadership are prepared to listen and understand concerns. Four, involve and get involved with your stakeholders. Involvement breeds commitment. Invite the critics to become part of the change agent network. This is an excellent way for getting feedback on the change design, testing approaches, and piloting the new ways of working. Equally, you could get involved in the business activities, office desks, or even sport activities with the stakeholder groups. The more familiar and known you are to each other, the more open communication and acceptance there will be from both sides. After taking these steps, you'll be in a better position to handle resistance and you may even be willing to change your bank.