Overcoming resistance to change.
It seems at work that every time something new is introduced there are always a large number of nay-sayers who refuse to even give a new program or idea a chance.
Why are some people so resistant to change?
What are some examples you may have encountered concerning this problem?
If one can understand the dynamics of change, both personal and organizational, the probability of success will be greatly enhanced.
There are three basic elements in creating successful change:
1. The desire to change
2. The ability to change
3. The permission to change (for those in organizations)
Most humans will not change their beliefs, habits, or behaviors unless they are motivated to do so. Most will not change, even if change is for the better, unless there is come compelling reason. As long as the perceived rewards of staying as we are remain greater than the rewards of changing, we will likely stay as we are. Or, conversely, as long as the perceived risks of changing are greater than the risks for staying the same, we will be unlikely to change.
In today's competitive world economy, more and more people are becoming aware of the need for improving the way organizations work. However, if we really want to turn up the heat on change, we must discuss internally the ...
The solution discusses Why some people are so resistant to change, examples concerning this issue, and ideas for overcoming resistance to change.