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Resisting Resistance to Change

Change may not always be a matter of life and death; but knowing when

and how to go about making change determines the success or failure of

many organizations. Without change, many of the most prominent

businesses would not be where they are today. For example, if Larry

Page and Sergey Brin never tried to change the way information was

searched for on the Internet we wouldn’t have Google (1). Change helps

to improve both individuals and organizations in a way that ultimately

betters them. Change allows us to modify and alter our current state in a

way that affects our futures both positively and negatively. Many of us

find change intimidating. This is understandable, because with change

comes the potential for failure. Unfortunately, that fear often causes us

to stay with what has worked in the past, while ignoring the opportunities

that will enhance the future.

Not surprisingly, individuals play a pivotal role in the way change affects

organizations. Many organizations are often discouraged to find

individuals who are resistant towards change due to uncertainty,

stubbornness or failure of prior attempts (2). Research estimates that

43% of the American workforce can be categorized as cynics whom not

only resist change, but also respond in ways that are damaging to their

organizations (3). Luckily, that same study found that decreasing

individual cynicism can be achieved by the following:

• Involving individuals in decisions

• Keeping them informed

• Avoiding surprises

• Publicizing success

• Listening to their feelings

• Providing reassurance (3)

Executing change successfully can be both tricky and promising. It is

sometimes difficult to ensure that change is beneficial thus one must

prepare for the unexpected and be sure that those assisting the change

are well informed and motivated to make the change happen.

Sources:
1: “Company overview.” Corporate information. June 2007

2: Cummings, T. G., and Worley, C. G. Organizational Development and change: eight editions. Thomas South
Western, 2005.

3: Bommer, W. H., Rich, G. A., and Rubin, R. S. “Changing attitudes about change: Longitudinal effects of transformational leader behavior on employee cynicism about organizational change.” Journal of Organizational Behavior. 26 (2005): 733-753.

Article from Summer 2007 wichealthSupport Newsletter