Changes that occur outside of our control force us to adapt to new rules, new systems and new policies which can, at the outset, make us feel uncomfortable and insecure.
Effective team leaders acknowledge and understand that it is a basic human instinct to react to change with resistance, even though staff may fully comprehend the reasons why changes in the organization are vital to its existence and growth.
6 Management Strategies to Avert Resistance
- A clear outline – Discomfort and insecurity arises when staff are not made aware of the policies, principles, guidelines and structure of intended changes. Every employee needs to know how his/her position will be affected and what his/her role requires.
- Commitment –Implementation of organizational changes will not occur smoothly if everyone – from the CEO to the office clerk – is not committed to the project and its successful outcome.
- Advocacy – Each member of an organization who may be affected by the impending changes must be given the opportunity to express his/her opinion.
- Responsibility – It is the role of the team leader to ensure that each employee who is responsible for a component of the change strategy is held accountable for his/her actions in implementing the changes required.
- Acknowledgement – Evaluation and acknowledgement of the success of the change strategy at regular intervals ensures its smooth implementation.
- Flexibility – Management need to adopt a flexible approach to each stage of development of a change strategy so that unforeseen contingencies can be implemented if and where necessary.
However, organizational changes within a business often prove to be a suitable testing ground for leadership qualities; from the employees all the way through to top level management.
Those who possess the qualities that define a good leader often emerge during the stressful environment that usually accompanies change. This creates an ideal opportunity for potential leaders to display those qualities and be recognized accordingly.
