Creating Sustainable Change – How to create and sustain change?
February 12, 2025
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According to Kotter and Schlesinger (1979) proposed six crucial techniques for overcoming the resistance to change. These are given below:
By explaining the need for change and the objectives of change, the management can gain the much-needed support from the team members and facilitate its smoother implementation.
With the help of two-way communication, the employee’s queries and oppositions related to various aspects of change can be quickly addressed and thereby, minimize the objections or hassles which may come across in the path of implementation of change.
Given below are the important principles which are related to the communication of change and require a lot of attention while implementation a planned change:
Few important things which should be essentially followed while implementing an organization-wide change are:
The employees look for complete emotional support and facilitation for being able to cope up with the challenges resulting from the change and should be allowed to express their fear, resentment or anger in connection with the change and the challenges of change.
Manipulation involves covert attempts from the managers by withholding painful information, twisting or distortion of the information for making it more appealing for the staff members or spreading false rumors across the organization in order to compel the employees to accept the change manipulatively.
Alternately, the managers can depend on staff polling strategy and make an attempt towards persuading the resistors to join the rest of the group. The management may even co-opt an individual and assign certain important responsibilities in connection with the implementation of change.
This strategy emphasizes more on the use of fear by way of direct or indirect threats and involves harassment, bullying or compels the employees to act in accordance with the expected ways or else resign. This strategy is illegal, ineffective and in the long-run, will result in mass resentment, dissatisfaction, high rate of absenteeism, low productivity and ultimately high employee turnover.
The involvement of the employees can increase their commitment level and motivation for supporting the change initiatives, reduce resistance and improve the quality of the decision in connection with the change.
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