Managing change is perhaps one of the biggest challenges that managers face in today’s organizations. In order to stay competitive in the current market, an organization has to remain open, adaptable and ready for change. Creating new processes, keeping up with market demand and keeping employees motivated and open to change can be a struggle. With the right change management tools, organizational structure and leadership style, organizational change is possible and can be successful.
Both internal and external forces can drive changes. External factors that might lead to needed change are market shifts and new and emerging technology. Internal factors that may lead to needed change may include employee level productivity, employee morale and executive level decisions. Change within any organization creates greater uncertainty and fear.
Organizational Change Creates Fear and Uncertainty
The more significant the change, the greater the fear, uncertainty and resistance will be. It is critical then that the leadership in the organization take the time to explain the upcoming changes and put employees at ease as much as possible. According to McShane and Von Glinow (2004), “People resist change because they are worried that they cannot adopt the new behaviors.”
Other kinds of resistance that leaders might see from employees might stem from a fear of failure and a loss of job security. Employees have to break old routines and learn new skill sets to remain valued employees. Disruption of cultural traditions and possible personality conflicts are two other factors that could lead to a resistance to change from employees.
Managing Resistance to Change
Leaders should take a proactive approach in managing resistance to change. Methods for managing resistance to change are effective communication and employee involvement. When managers involve their team and communicate, employees feel empowered and may be less resistant to changes. If managers communicate their strategic visions and plans along the way, there will be less fear of the unknown.
Provide Training When Changes Occur
Training is another method managers could employ to get employees to learn new skills, keep up with technological advancements and help employees feel more secure in their jobs. The focus for the leaders in the organization should be on building an organization that is open and adaptable. According to Carmel Byrne with New Zealand Management, studies show that the most effective leaders are the ones “who can flexibly use a range of leadership styles as the occasion demands” (2005).
Managing change in any organization is challenging and can lead to failure if the proper measures are not in place to handle change management. If managed effectively, resistance to change can be used as a tool for open communication and learning, which could reduce resistance to the change. An effective leader will adapt their leadership style to the given situation to enhance the management of the change strategy.
References
Byrne, Carmel. (July, 2005). Don't get stuck in a style rut: Carmel Byrne explains why it's worth developing a wardrobe of different leadership styles.New Zealand Management v52 i6 pS19(1). Retreived August 26, 2005 from InfoTrac database
McShane, Steve and VonGlinow, Mary Ann. (2005). Organizational Behavior: Emerging Realities for the Workplace Revolution (3rd ed.) New York. McGraw-Hill. Chapter 14: Leadership in Organizational Settings. Retrieved August 19, 2005 from the University of Phoenix Online Library.
Lucia Jenkins - Lucia is lifelong student, writer and bookworm. She has worked in the IT Industry for over 15 years, specializing in Process Improvement, ...
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