But I am still frequently surprised by the interesting ways people frame questions about their challenges. Last night a reader named Karla sent me an email that caught my attention, simply because the subject of her email was: It has helped me get through some seriously tough times.
Change Management, if implemented well, has the ability to make transitions positive, possible and profitable. It goes without saying that change is a part of life. From the moment we are born until the moment we pass away, change is occurring in us and around us.
That being the case, it needs to be clearly stated that organizations, companies and institutions are much like individuals. No organization is able to exist without the people that work within their walls or the clients that utilize their services or products.
If change is inevitable and constant then, why do so many people resist change? I would argue that while some people may be resistant to change, they are more likely to resist the act of being changed.
I will discuss why people resist being changed. I will also talk about why some organizations are successful in the art of change management and why some organizations fail miserably. Finally, I will look at the impact of change management on project success or failure using case studies and personal experience.
Change is indeed a part of life and change management needs to be recognized as having a significant role in success of any project. When People dont resist change they resist the life cycle of a project, from initiation to closure, we need to be aware and recognize that we are implementing a change at every level.
People will be impacted by whatever change is implemented. I would argue that change management has the greatest impact on people in the initiation phase of any project. Before I explain my reasoning for this, I think it is important to understand some of the changes that modern organizations must deal with on a regular basis.
A few of the changes they face are market conditions, evolving technologies, increasing customer demands, significant rises in production costs and, thanks to an ever increasing global economy, significant threats of competition.
These changes and added pressure may often force drastic changes on organizations at a pace that may not be sustainable for the organization or its people.
One such example of when a change in technology failed and caused significant damage to a corporation was the Ford Edsel. The Edsel was first rolled off the production line in the spring of There was great fanfare and mystery surrounding this car.
The anticipation in the marketplace was not as strong as Ford had expected. The United States was in the midst of an economic recession and consumer demand for the Edsel was not strong. Ford did not take into account a number of factors during the initiation, planning or execution phases of the Edsel project.
Edsel relied on Ford to produce their cars and Ford workers resented assembling "someone else's" vehicle and took little pride in their work. There was little or no consultation with these workers and as a result, workmanship and quality was poor, ultimately resulting in poor sales and the death of the project.
The Ford example of poor change management in relation to project success is only one example. Business, industry and government have provided countless examples of projects that failed due to poor change management.
It is important to examine the root causes of why change fails. If we were dealing with inanimate objects with no feelings, thoughts, or consciousness, change would certainly be more easily implemented. As I stated earlier, organizations are made up of and rely on people.
People often look to their leaders when change is to be implemented. Some might suggest that Leadership is about change. That being said, what does a leader do when he or she runs into strong resistance to change and what does that resistance look like?
Resistance can manifest itself in several different ways. What are the main reasons that people resist being changed? John Schermerhorn, in his text, Managing organization Behavior, suggest that there eight sources of resistance.
It is suggested that if the managers of change can utilize several different approaches when dealing with these different sources of resistance.At times in this life it can be a challenge to figure out who the bad people are, but sometimes they help you.
Sometimes they do the work for you. People don’t resist change; they resist “being” changed.
Rather than forcing your team into change, invite them along for the ride. People Don’t Resist Change; They Resist the Change Management Process. Do people naturally resist change?
I’m sure most of you would answer with a resounding YES! If you’re in the business of organizing change at your company, you have a practical PhD in dealing with grumpy “Who Moved My Cheese” types and have a bunch of tricks up your sleeve to make it less painful.
Implementing change initiatives and organisation transformation programmes has become part of our day jobs.
However this often presents us with the challenge of engaging staff who feel ‘change is being done to them’ or that they do not have the capability to deal with the demands of the forthcoming changes.
In this article you will get an answer to the question "Why do people hate me?", showing you the main reasons and how you can change that. Honestly stopped reading when you mentioned Asian girls and continued on for a paragraph or two. Guys say they don’t like being compared, but go on an compare girls to other girls.