Changing Resistance

Change within the work place is supposed to be vital and natural, as the saying goes “change is the only constant.” So if change is supposed to be a natural part of our jobs and business, and it’s meant to be beneficial, why does resistance come with it?

There are many valid reasons why employees may be resistant to change, and the biggest factor has to do with one’s past experiences and the definition that “change” takes on for them. If changes were implemented without good communication, resulted in added stress or hassle, consisted of a lack of trust in higher management, or resulted in downsizing- then employees may associate change with negativity due to what they experienced.

Overall, change is associated with instability, and we tend to be weary of what has the potential to affect our jobs and what we are used to. In Lean and Continuous Improvement one very important aspect of implementing successful and sustaining change is the support and understanding of those involved. Lean and Continuous Improvement integrates respect for people, communication, and purpose into its process of change in order to help the transition from “comfortable” to “unknown.”

 

Respect for people is one of the pillars of Lean, and respecting the people you work with includes listening and respecting concerns they may have with changes to a process. Understanding these concerns allows you to support them, validate them and let them know the ways that change is going to impact, them in a good way.

Communication is always key, especially for when experimenting with improvements. Communication allows for everyone to be on the same page about how the change is being implemented, as well as what their own role will be in the changed process. This establishes control for one’s own role and helps to mitigate any worry about what change means for their position, keeping one empowered.

Purpose is what drives continuous improvement as we try to give a result with utmost value. Establishing the purpose behind a change and “Why” it is valuable to those involved, helps to drive the wheels of improvement. Believing, understanding and being unified behind a purpose allows everyone to understand and conduct change in a way that supports one’s purpose as well as an organizations.

The likelihood that every person you work with will be comfortable when confronted with change and new implementations are not very high seeing as there may always be a degree of resistance. However, when implementing change in a Lean and Continuous way, you try to find the reasons for resistance within your group and then address those concerns. Maybe then, the next time change comes about, you’ll be met with a little more excitement and less resistance.

 

 

 

 

 


One comment on “Changing Resistance”

  • Theresa A Coleman-Kaiser
    November 8, 2018 at 2:20 PM

    Good reminders to start with purpose and include the process owners and people closest to the work. Ensuring good communication about the why and how improvement will help the customer is an essential ingredient.

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