There are innumerable challenges in any Change Management Processes, whether the change management is in a for profit or not for profit organization.
The key factor that everyone knows for change management is People.
But, what may not be known is the real challenge in dealing with People. The real challenge in most cases is the harboured resentments. Harboured Resentments may be for any reasons, may be against anyone, against the person leading the change movement or the top management, or the old management.
Harboured Resentments are very difficult to be dealt with since, most of the times, one does not even know who has what harboured resentment, and naturally, the person concerned is not communicating the same.
Most Change Management efforts fail or give less than optimum results because of the Harboured Resentments.
Some things that one can try to deal with the challenge of Harboured Resentments are:
- Before starting any change management exercise, make a list of people involved in the current situation and how they could be affected by the change. What kind of conversations they are having for this change? Who are they blaming and for what? what are they upset about? what is taking away their attention? where are they getting stuck?
- Get all the reasons for the proposed change up on the table and have everyone empty the cup with regards to the need for the change.
- Ensure that the environment of Blame on anyone, is dealt with and everyone is trained and enrolled to communicate. Tell everyone that there will be Harboured Resentments and if they do not speak up and they do not get complete it for themselves, it will come in the way of the performance.
- Each Person has to be encouraged continually for being in full communication and any upset or potential upset has to be resolved with urgency.
- Teamwork and clear cut accountabilities for each and every person will help.
- Creating small winnable games for the teams to start experience winning.
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