Change is part of our lives today. And sometimes it affects our organizations. Unfortunately, we can not always respond well to it either as individuals or in a group.
But our survival as an institution often depends on our ability to respond. We know this and yet we still resist change.
learning to live with change means learning to overcome obstacles on the appropriate response. In many ways, the time change is wrong. What we as organizational change specialists do is to control the reaction. We control the reaction of the people to influence. We control the response organization. We do this by overcoming the obstacles that force inappropriate responses.
But what are the obstacles to change management?
There are many obstacles to change management. Many are unique to individual institutions. Many are unique individuals involved. This uniqueness is what forms the environment for change. The ability to recognize common and work within this environment is important to success. In this article I’m going to share sex barriers often found in many organizations.
1. Lack of education management in response to changing . Even the concept of change shows that we do not properly teach managers how to manage their business through the changes. People’s reaction to change our efforts follow a fairly permanent collection of answers. And managers, we need to be able to predict their responses in order to identify the appropriate structure changes.
2. People are slow to accept change . People do not really resist change that rule. However, they often recognize the magnitude or significance of the changes. This is actually a survival mechanism. And while it’s good in many ways, this delay may cause issues when surviving change requires fast response times.
3. Lack of time and energy to do it right . Often managers, we are facing a shortage of time and energy to convince our people to adapt to changes. In fact, sometimes we are faced with a lack of time to even convince them that change is needed. Although people do not really resist change as they do against the imposition of changes. And unfortunately, the lack of time and energy often appears in the imposition of response. It is a reaction to the imposition of changes that are often perceived as resistance to change.
4. complex changes . It is possible to argue that our grandparents saw more changes than we did or ever will. But what you can argue is that the changes we face are getting faster and more complex pattern than has ever been available before. The complexity of these changes allows the primary response difficult to detect. Besides, it can also make identifying the best way to control the reaction difficult.
5. conflicting changes . Part of the problem associated with complex changes that addressed many of the changes are actually misleading. For example, the advent of job boards meant that job seekers may submit applications with less effort and more control. However, it also meant that human resources quickly became too much, reduce the chances of a job-seeker to be selected.
6. political environment . No discussion about obstacles to change management could be completed with a minimum of political environment. While it is good to believe that people accept changes and resist change for rational truth is often different. Emotions form a large part of our decision making. And it involves feelings related to protecting our turf, ourselves and our position. As many necessary changes have found themselves failing as unnecessary changes have found themselves forced into place due to improper political pressure.