Re: Resistance to change LO683

jack w. patterson (vjwpa@calgary.chevron.com)
Wed, 5 Apr 95 10:36:19 MDT

Replying to LO626 --

I have found that if you:
1. respect the person resisting change and listen to them
2. you allow the person resisting change to make discisions
that directly affect them (i.e. allow them a "reasonable"
amount of control,..you have to negotiate with them on
what is a reasonable amount of control)
3. investigate the impact of the change on both the organization
and the person affected. Also look at the impact of
not changing both on the organization and on the person.
4. accept that there are some people who will never ever accept
change
5. build in some short term measures for success with long term measures
6. allow for as much input, from the people affected, at the start of a
change process as possible
7. Communicate, communicate, communicate.
you will minimize the the number of resisters to change ... and actually
build up the number of champions for the change.

I guess the bottom line to me is to allow as much freedom of choice as possible
and spend some time up front managing anxiety and confusion around the change.

Jack

Jack W. Patterson

vjwpa@calgary.chevron.com

"It is by logic that we prove. It is by intuition that we discover"
- Henri Poincare