How to deal with and overcome resistance to change

Over the course of our lives, each of us has to face some changes .

Although very often they are managed unconsciously , in any case they are addressed .

For this reason, it is possible to take inspiration from past events or situations already seen , in order to find the motivation necessary to face the continuous challenges that arise.

The resistance to change is something that, even just a small part, characterizes the human being: you do not want to lose what you have, no one knows again , somehow you are afraid because you do not know where or to what it will bring. All this causes uncertainty , which generates anxiety and pushes the person to remain firm in his beliefs and to maintain the usual habits .

The most frequent obstacles arise mainly from the emotional sphere .

“Be the change you want to see in the world”.

Mahatma Gandhi

In the same way, changes also take place within companies, dictated by an ever higher achievement of good performance and greater efficiency and which are strongly influenced by the emotions experienced by employees.

To prevent these levels of emotion, it would be a good thing to involve people in upstream training courses, so that they feel engaged and become co-builders of change .

In this way, the workers most involved could positively influence colleagues and become promoters of the transformation underway.

The ‘ learning should focus on improving the capacity to adapt and focus on four concepts :

  • to find out the reason , it is necessary, in fact, to investigate the reasons that induce an individual not to act, not stop at the problem but create a plan, a practical strategy to concretely reach the new status;
  • undermine certain certainties , or ask yourself questions to analyze firstly which is the feeling that prevails most and secondly to understand where it comes from, to understand if the assumption that determines that emotion is correct or not or simply derives from a idea present in one’s mind;
  • take responsibility , specifically assigning duties, reflect on approaches and behaviors to find out what can be done to change, working with greater awareness;
  • find the positive side , evaluate the opportunities that these transformations entail, how they can influence and possibly facilitate one’s work and that of colleagues.

That’s because it takes on a key role in the management , which requires a shared leadership and recognized . Otherwise one is not credible as proponents and supporters of change.

The manager has a key responsibility in information management: it must cause to be transmitted and publicized the the most possible initiatives consistent with corporate renewal , sharing the positive experiences and not make the mistake of hiding the difficulties .

This process is not immediate , on the contrary it can be very long and provide for intermediate steps before reaching the goal, for this reason it is important to work on it ” with the end in mind “, overcoming criticisms, moments of discouragement and desire to give up.

Starting a path of this type requires staying focused on the final goal , carrying on the project day after day without losing heart.

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