Strategies for Overcoming Resistance to Change
1. Education
and communication
2. Participation
and involvement
3. Facilitation
and support
4. Negotiation
and agreement
5. Manipulation
and co-optation
6. Explicit
and implicit coercion
Dealing with Resistance to Change
Making Change Happen
Two Approaches to Organizational Change
1. Organization
Development (OD): A planned change programs intended to help people and
organizations function more effectively Formal top-down approach.
2. Grassroots
change: Unofficial and informal bottom-up approach
Objectives of OD
Deepen sense of organizational purpose. Strengthen
interpersonal trust. Encourage problem solving rather than avoidance. Develop a
satisfying work experience. Supplement formal authority with knowledge and
skill-based authority. Increase personal responsibility for planning and
implementing. Encourage willingness to change.
The OD Process
Unfreezing: Neutralizing resistance by preparing
people for change
Change: Introduction of the intervention
Refreezing: Systematically following a change
program for lasting results
A General Model of OD
Unofficial and Informal Grassroots Change
Tempered Radicals: People who quietly try to change
the dominant organizational culture in line with their convictions
Guidelines for tempered radicals:
1. Think
small for big results.
2. Be
authentic.
3. Translate.
4. Don’t
go it alone.
The 5P Checklist for All Change Agents
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