The impact of Harboured Resentments could be the following:
1. You have traitors in the game, who pretend to be committed to what you are planning, but are secretly waiting for or even planning your failure. You trust them and they will betray you. If you delegate to them, then it is your funeral.
2. Some of them will be vociferous about their upsets, of course, not the real issues, but some other issues, like why your plans will not work etc., It is good, that atleast these people have been identified by you. They may not be easy to deal with, but atleast you know who they are.
3. The real dangerous people are the ones, who have the harboured resentments, and do not say anything against you. They are the ones, who will pretend to play ball, and at the right time, not do what you expect them to do, or, work behind your backs and create strategic attacks on you. This is very difficult to deal with and almost impossible to address once they have begun their attacks. The only time, you can be effective is , if you can identify them and get them to be transparent and get their issues addressed. Otherwise you have neutralize them, marginalize them or even remove them – even if they are otherwise good capable people.
Ignore this at your own peril.
For help in identifying these kind of people in your organization, you can get in touch with us.
firstname.lastname@example.org; email@example.com ; 91-9375970812
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.
For further inputs on this aspect of Change Management, please be in communication with us.
firstname.lastname@example.org, email@example.com, 91-9375970812