“Nothing negatively impacts organisation performance quicker than employees who resist change and who believe that the way they work today is the way they will work tomorrow”
👏 Happy Friday!
The end of another great week working on my passion! The highlight was doing an interview with @Aditya Sahu from @leadersHum. What a great time to be living in Edinburgh, the Fringe is on, and the temperature reached 27C.
✅ We can’t be involved in change and not get employee push back during organisational change implementation. Resistance
Change resistance is inevitable, ignore it at your peril!
👉 One of my change leadership coaches asked me if I was feeling resistance on my change project. I said “No”. He laughed and indicated I should maybe recheck my assumptions and answer differently. Off I went to talk to a wider number of stakeholder including some who might possibly resist the change. While they told me they fully supported the change and it was good for all employees, their body language was not convincing. As the conversation progressed, their facial micro expressions indicated potential resistance which a few weeks later became all too apparent. I quickly learned, even if a change is good for the organisation, some employees will resist, and some of those resisting will be the senior leaders.
“Nothing negatively impacts organisation performance quicker than employees who resists change and who believes that the way they work today is the way they will work tomorrow”
Resistance is the reaction by the organisation, departments, or individuals when they perceive that an organisational change coming their way could be a threat to them. Without further awareness and understanding, this resistance will cause fear. It will trigger actions that negatively impact the pace of organisational change implementation, adoption of the new ways of working and benefits delivery. Change resistance can be a major obstacle in achieving change adoption and benefits realisation. The change team must understand this and have tactics to address resistance. Prevent resistance developing by ensuring employee are supported through the change transition by providing Awareness, Understanding, Involvement, Learning and Motivation (AUILM® Employee Change Adoption Model) to minimise resistance.
Have a fantastic weekend with the ones you love and care for, enjoy some fresh air, exercise, eat drink and be happy – and if you are in Edinburgh, enjoy the Fringe!
Further Reading: Change Management Handbook – Leadership of Change Volume 3
See: a2BCMF® Step 7 Manage Resistance
This quote is based on my book: Change Management Handbook - Leadership of Change Volume 3
Peter consults, speaks, and writes on the Leadership of Change®.
For further reading please visit our websites:
Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2022-2021-2020) by Thinkers360.
Ranked #2 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (Dec 2020) by Thinkers360.
Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (Aug 2020) by Thinkers360.
Business Book Ranking
Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.
Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.
Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.
Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.