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The main Reason People Withstand Change

After many years of leading change, I’ ve discovered every change will encounter resistance. All modify. And there is a primary reason people resist alter. In my opinion it is the number one reason.

Nobody who has ever brought change would disagree with my discovery. Regardless of the change somebody will not agree with it – at least at first. It’ s almost human nature at the office. There is something in all of us, which initially resists change all of us didn’ t initiate.

If there were one primary reason people withstand change, would it be useful to know?

Understanding this can help an innovator navigate through change. Ignoring it makes the process of change miserable for everyone – and often keeps the change procedure from being effective.

What’ s the most common reason change is definitely resisted?

It’ s an feeling people feel . An emotional response is the primary reason people resist modify.

They might not even be able to describe what they are feeling, but the emotion is more powerful at the time than the pleasure the change may bring.

It may not actually be the emotions we naturally think . We may assume people feel anger, confusion, or fear. Even though those are often accurate emotions of alter, in my observation those aren’ t the most typical or at least initial feelings.

There is one feelings which comes first and impacts all the others.

What is the most typical emotion which causes resistance to change?

People resist change because of a sense associated with loss.

There you might have it – plus must understand this. People emotionally feel a feeling of loss in the process associated with change.

Have you ever felt like you were losing or experienced lost something?

How did you react? Didn’ t you try to hold on to whatever you had been losing? Did your blood pressure rise a bit? Did you “ feel” something?

That’ h what people feel in the initial days of modify. It’ s not really usually a good feeling emotion.

And translate that sense of loss into the organizational context.

Here’ s a list (not exhaustive) of what people really feel they might be losing when you first introduce change:

  • Energy
  • Convenience
  • Manage
  • Information
  • Understanding
  • Custom
  • Stability

Add your own, but people withstand change because individuals emotions are very actual to them.

Rational delete word, true or not, and it doesn’ t also matter if individuals know the change is required. As you know, emotions are not influenced by reality.

Stuff are changing. So , they will feel they are losing something in the change and it causes them to resist the change.

Therefore , as a innovator, easily understand what people are fighting I’ m much better prepared to lead all of them through it. Some people will never be going to get on table with the change, most times people just need someone to at least acknowledge their own sense of reduction . It doesn’ t eliminate the emotion, but genuine sympathy allows me to keep leading.

The great news from my pastor/leader buddies is you already know how you can assist people handle a sense of loss.

As a result, when a leader special discounts or ignores a person’ s feelings the resistance gets more intense, since the emotions become more extreme. This is really when some of those other emotions – such as anger – in many cases are added. The process of alter is then stalled and sometimes even derailed.

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