Looks at some of the common causes for resisting change.
A clear and compelling vision has to be painted so that employees are encouraged to move towards it; and for those who are differently motivated, also build a burning platform to compel them forwards. These plans need to be realistic, and expressed in language that means something to them, and not just corporate gobbledygook.
People need a reason to change: and it is the job of the managers to give it to them! The default position for most people is I will carry on doing what I know and understand until I am given a good reason to change.
The key to successful change programs is to understand the WIFM factor (What Is in it For Me?) Every change will alter the balance of winners and losers in the corporate game.
Derwent Cooke, R. (2009), "Deflating resistance to change: or a quick guide to understanding resistance and moving forwards", Human Resource Management International Digest, Vol. 17 No. 3, pp. 3-4. https://doi.org/10.1108/09670730910953317Download as .RIS
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