We spend so much time in change management trying to fight change resistance. But what if we've got it all backward?
Think about it: that feeling of unease, that hesitation when faced with something new at work – isn't that just being human? Change throws us into the unknown, and the unknown can feel murky and tough to navigate. And at work, that normal human apprehension can get amplified. Suddenly, all eyes are on us – our bosses, our colleagues – as we try to figure things out.
When we don't feel safe to be ourselves, to stumble a little as we learn, that initial fear can balloon. We're all wired differently. We each have our own strengths, our own areas where we might need a bit more support.
So, is it really wrong that some of us might need:
A little extra help to get comfortable with a new way of doing things?
To make a few more mistakes as we're figuring it out?
A bit more time to truly make the change feel like second nature?
What if we embraced that initial fear as a natural part of the journey and even used it to our advantage? We can!
It starts with how we even talk about "change resistance." Think about the word "resist." What picture pops into your head? For me, it's someone shutting down, closed off to any new ideas.
Now, think about the word "object." What comes to mind now? Maybe a courtroom scene? When someone objects in court, it doesn't stop everything, does it? It simply means that there is a difference of opinion and the opportunity to engage continues.
Let’s look to normalize change resistance and objection as part of the change process and foster an organizational culture that recognizes and values objection as:
- A Differing Viewpoint
- A Way to Open and Encourage Necessary Change Dialogue
- Part Of Improvement Leading to More Change Sustainment
Building a supportive organizational culture that embraces change objection takes time. What are some immediate tips and tricks we can put into action for change objection?
Understand root cause. Don't treat every "no" the same. Change objection isn't a one-size-fits-all reaction. Dig deeper to understand the specific fears and anxieties fueling it. What's truly making people uneasy?
Create a safe space. Create genuine opportunities for people to voice their concerns about the change without fear of judgment or reprisal. Make it clear that their honesty is valued and will be heard.
Amplify their voice. Be intentional and inclusive of seeking out those who object to change, Not only will you gain crucial insights into their fears, but you'll also likely uncover valuable perspectives on potential risks, roadblocks, and even ideas for making the change better.
Love this topic and looking for more? How about including it in your next event? We would love to work with you to present the topic as a keynote or short session! Connect with Michelle today!
