Other vital keys to overcoming resistance to change are communication; providing adequate information to your members on the need for change is likely to gain their support. Make the purpose of the change clear. Participation, involve everyone in planning and making the change. It is much easier to support something you are in on it from start to finish. Another issue that should not be forgotten is support, if the need arises be prepared to spend extra time with members who have difficulty accepting the change. Be open to negotiations, creating a win-win situation for all parties involved will draw more supporters for change.
A quote from author Peter M. Senge, "People don't resist change, they resist being changed". How true is this? When individuals become set in their ways, no matter how out dated they may be, change is not easy. When dealing with resistance to change, managers must remember to address the fears of change. Also build trust and confidence for the changes that are to be implemented.
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