Handling Resistance

Stage 5 is about empowering action, over coming resistance and getting rid of obstacles to change. This is where your investment in Stages 1 to 4, begins to pay dividends. Kotter himself states that when Stages 1 to 4 are skipped, resistance is inevitable and this can destroy your change.People resist change because they fear loss. Here are some way to deal with obstacles.

Communicate Your Vision

The guiding team need to be visible and let people see you as the embodiment of the change you intend to make. Walk the Talk! The top team should be using the vision daily to make decisions and solve problems. And so should all those who are actively engaged. Keep it fresh and on everyone’s minds, then they will begin to remember it and respond to it.

Leading Change – Creating a Powerful Guiding Coalition

Putting together the right people to lead and manage the change initiative is critical to its success. It needs visible support from key people through out your organization. You must find the right people, instill in them a significant level of trust, and develop a shared objective.

Leading Change – lessons from the NHS – making sure your change is properly embedded!

Unfortunately, large and complex federations of organizations (like the NHS), can’t be turned round quickly. Behaviour takes time to change and culture usually lags long behind behaviour. But there are things you can do to help it along.

Leading Change – are we there yet?

Real change, particularly whole organization change, takes a long time to complete properly. Step Seven of Kotter’s eight stage process is about building on the changes you made with your quick wins, to make sure the whole vision is achieved.

Leading Change and the virtue of patience

Kotter’s eight steps in change leadership – Step Six is to create short-term wins. Nothing motivates and gives people confidence more than success .Big bang changes are fraught with risk and danger so it makes sense, if you have the time, to break your change down into manageable modules.

Leading Change – dealing with fears and facing up to resistance

Stage 5 is about empowering action, over coming resistance and getting rid of obstacles to change. This is where your investment in Stages 1 to 4, begins to pay dividends. Kotter himself states that when Stages 1 to 4 are skipped, resistance is inevitable and this can destroy your change.People resist change because they fear loss. Here are some way to deal with obstacles.

Leading Change – get your vision into people’s minds and keep it there!

The guiding team need to be visible and let people see you as the embodiment of the change you intend to make. Walk the Talk! The top team should be using the vision daily to make decisions and solve problems. And so should all those who are actively engaged. Keep it fresh and on everyone’s minds, then they will begin to remember it and respond to it.

Leading Change – do you have a great vision?

A great vision needs to be about the future but it will fail if it is not firmly rooted in the present. You may wish to change the organization but you can’t ignore its history, culture and organization. Most of all you need to make sure there is a connection to its values.