We are often asked to assist organizations through the process of implementing significant change. A common reaction to change is some serious resistance which is met with impatience and irritability on the part of the leadership.
Yet, we find that sometimes the “why” behind the change is not explained well leading to greater frustration and slower adoption.
For me, the switch from Windows 7 to 8 was extremely frustrating. Many of the changes made no sense to me (like the loss of the start button) and hiding the control panel making it virtually impossible to find! Change for the sake of making something new/different/like the competition will undoubtedly be met with righteous resistance if not communicated properly.
It would be absurd to change the way automobiles steer by introducing a joy stick or moving the standard turn signal controls to left foot controls. There would be mass rejection of the change and cars would sit on lots unsold.
Likewise, organization change must be clearly understood and the outcome of the change must make work more efficient, effective and safe or it must have a significant impact upon improving the customer experience.
When we believe that technology implementations will make life easier and better, look out; overselling technology as the answer to workplace problems can backfire and create even more resistance. Solicit employee involvement in the change process and in communicating the benefits of the change.
Socrates said, “The secret of change is focusing all of your energy not on fighting the old, but on building the new.” That may be true, but if we cannot see and understand the new, we will not understand what we are building.
Written by Steve Grant, President & CEO, Newmeasures