Learnings
The following are the key takeaways gained from experience in facilitating enterprise-level change.
People do not resist change
A commonly held belief is that, in general, people's instinct is to resist change. What is supposedly seen as resistance is actually people's reaction to the potentially negative impact of change on them. It is therefore obvious that if people believe that the change is beneficial for them, they will not react negatively toward it.
It can thus be concluded that resistance to change is a myth. It can also be inferred that the so-called resistance is just a symptom of an underlying problem.
Some of the causes of resistance include the following:
Disappointment and resentment about not having a voice in shaping the nature of change
Processing information about the change selectively, influenced by past bad experiences and mental models
Uncertainty, leading to insecurity, about how the change will impact them
Realization that the change will expose their incompetence...
