.jpg)
When any organization undertakes new initiatives to improve performance, address key issues/concerns or consider expansion into new avenues, one thing which is essentially required is "change". This change is required in the processes, organizational structure, roles of different individuals from leaders to administrators to grass root level workers and change is required in adopting new technology. During this process , the organization does not change at all ; however individuals do, in the way they perform their duties and also in the way they look at their new responsibilities. Learning new ways and embracing novel methods require a personal transition from existing behavior and attitudes. Positive outcomes cannot be achieved unless this transformational exercise is complete.🙂
How we prepare and equip individuals to adopt new changes and support them so as to achieve successful outcomes is "Change Management". This is a structured approach which targets individuals in a scientific way so that desired behaviors can be espoused. Individuals could be resistive to change as a part of natural psychology which questions the need for any alterations in established procedure. When addressing change, we need to first understand resistance, the why and how of it and once we are able to deduce why there is reluctance , then strategies can be devised to resolve these issues. Knowing what messages to deliver , at what time and how to coach people to follow desired practices is crucial. This individual change management is the key strategy as "'Organizations do not Change - People do " and People make the difference , the "note worthy difference".🙂People are the value preposition, as they have been forever.
Thank You
Dr Surekha Tayade
Successful change requires unfreezing the status quo, movement to a new state, and refreezing the new change to make it permanent. Unfreezing refers to the change efforts to overcome the pressures of both individual resistance and group conformity. Unfreezing, therefore, requires a loosening of emotional as well as intellectual forces. The process requires the recognition of the driving forces or the need for change, and increasing those driving forces. It also requires that the restraining forces to change are reduced.
Resistance is a natural response, often the result of people feeling that the change will result in a personal loss of power, control, or freedom. This can be overcome by also empowering them, by engaging them in coming up with change ideas , which also gives them a channel to address some of the other things they’d like to change. The result is clearer communication, motivation and greater ownership of results by the people.
Thanks Prabha. This is one of the most baffling and recalcitrant problems in QI. Such resistance may take a number of forms—persistent reduction in output, increase in the number of “quits” or the expression of a lot of pseudo-logical reasons why the change will not work. Even the more petty forms of this resistance can be troublesome. 😚The key to the problem is to understand the true nature of resistance. Actually, what people resist is usually not technical change but social change—the change in their human relationships that generally accompanies technical change. Another solution which has become increasingly popular for dealing with resistance to change is to get the people involved to “participate” in making the change 😊Yes, resistance and reluctance are the two most common reactions to any change idea. The comfort of working, in the same old manner, imposes inhibition. But at the same time motivation, perseverance and success of change ideas can overcome all these.