ORGANIZATIONAL CHANGE MANAGEMENT TOOLKIT
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Stop 3: Organizational Change Management Process and Tools
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Now that we know how to identify resistance, let’s look at how to develop strategies to overcome it. Your Resistance Strategy should contain several components.
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Use a “top-down” path for determining your resistance strategy. Begin your resistance plan with strategy #1: Education and Communication. Move sequentially down the list based on the amount of resistance.
Remember; the more force you use, the more you can cause resistance. People do not like to be forced to do anything!
Take a moment to think about these questions:
Developing a Resistance Strategy
Resistance Strategy Best Practices
Resistance Strategy #1: Education/Communication
Communicate early and often. Educate your stakeholders about the benefits of the change:
Resistance Strategy #2: Participation and Trust
To garner participation and trust, do the following:
Resistance Strategy #3: Negotiation and Agreement
When you negotiate for change, try to stay objective and rational. Seek to understand what it would take to gain acceptance.
The following are different types of negotiation outcomes:
Strive for a win-win outcome!
Resistance Strategy #4: Persuasion
Make a compelling case for the change. Here is your opportunity to present your argument and develop buy-in. Know that this may only be effective in the short term.
Persuasion tactics include the following:
Resistance Strategy #5: Power Position
Even more extreme than subtle manipulation or persuasion is using the power position:
Try not to force people to change. This should be the last resort!
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