Its not going to happen here! - change management psychology
Some people love and welcome change - not all change - but a partuicular change at a particular point in time. The change may be instigated by our partner, boss, peers, suppliers, technology etc. These are all factors of change management psychology. Having the skills to effectively manage the effects of change management should be a core skill of any manager or leader. Just being able to manage the "project" of change is one thing. Managing the change psychology is quite another. One that is often overlooked.
The reality is of course is we cannot manage change (how people respond/ react to any changes) itself, what we can do is manage the environment and communications around change - at lease from a psychological perspective.
Does everyone "fight" change?
In simple terms - no. But when we do it often happens in a consistent pattern. The focus on this piece is WHEN people do fight or resist change.
On those occasions when as individuals, at some level we do not want the change, when it will require a change of habits then a psychligiocal process starts. Its not a conscious one, but an unconscious one. A process we are not even aware of. Sometimes we may outwardly want/ desire the change, but our brain, due to the habits we have built up, or due to some hidden "fear" or concern start to behave in a particuilar set of ways.
Many of us will go through a process similar to:
Denial of change - a change management approach
It's not going to happen, we heard this all before.
They said that last time
Its a new boss, she does not understand. she will change her mind
She does not "get it" yet, give her time
- then the evidence starts to present itself
Resistance to change - a change management approach
Staff & customers start to take active steps to make things difficult
Find reasons not to try things
Start to justify the status quo/ current/old way of doing things
- as change leaders we need to know this will happen and be prepared for copious amounts of communication and more communication. In fact when we think we have communicated enough - we need to keep going. for when that communication is boring for us - its just starting to work for the people that need it
Exploration of the meaning of change - a change management approach
Well if we do x we can do y at the same time
if THIS then THAT (in a positive way)
-great, just be supportive. Stop the "sell", the hard work is done. Now its just a matter of time.
be open to carrying on the communication, as a slide in confidence or trust can take you and your people backwards.
Commitment/ Acceptance of change - a change management approach
Starting to adapt to the "new way" of working, thinking, communicating etc.
-Job (almost) truly done, now its a case of time to allow the new habits and behaviours to setting in.
The danger is, that if getting here was rushed, they (your people) may slide back, so keep up the positive reinforcement and support behaviour.
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