Preference of stability over changes is the Status Quo Bias –be it in a community or in an organization. People not only challenge ideas, approaches and priorities, but may also challenge the notion that certain things need to change at all. Contradicting the whole aspect of human success story which arises from a belief system in valuing stability, tradition and culture, a lot more evolutions have its credibility by embracing “changes “
Resistance is a validation of any change process. Although it’s a way of rejecting changes that don’t make sense for a community, but is a fundamental part of any change process that still adds value. Instinctual, emotional and logical reasoning forms the basis of any resistance. ‘Reactance” of people might appear to be arising from irrational motives, but the fundamental motivations behind resistance is always unique.
Resistance can be leveraged as an opportunity to validate, assess and improve change strategies, requirements, priorities and plans provided a complete understanding of the fundamental motivations is assimilated at the threshold itself. The idea shouldn’t be to resist the resistance, but reduce the resistance.
Handling resistance is a weeding process for effective change management system. Organizations can take advantage of resistance by establishing a culture of collaboration and reduce political barriers. When the change management process begins by seeking consultation at the initial stages of change it builds confidence in a change. People who have high confidence in a change are less likely to resist it. It not only assists in reducing the uncertainty surrounding a change, but endorses the fact that if the changes are communicated early it often avoids and at times curb rumors. Eventually the changes are socialized to understand and address the concerns of stakeholders.
To name the few strategies of change management to avoid resilience in resistance is to firstly accept it to be an inevitable part of the system. Secondly, develop a sustainable approach to work. People who aren’t overloaded with work are less likely to resist changes that require their attention and participation. It might rather motivate them to start involving themselves proactively to envisage the holistic viewpoint of the prospective change. Thirdly, resistance can be the remedy if organizations establish an approach wherein open-feedback is encouraged. A non-threatening environment where stakeholders have full authority to voice their concerns. This step is highly effective beyond any doubt because feedback and concerns are the catalyst for change improvement and prioritization. A moderate gestation period is assigned to review and feedback and post which a realistic assessment of remaining resistance should be conducted to freeze on the change strategy. The crux of the matter lies only in comprehending and working towards transforming the culture to be adaptable to changes rather than transforming the change to suit the culture.