Transformation in an age of disruptive change – the role of feelings
Successful transformation requires an intimate understanding of the human side
The disruptive change storm is raging unabated forcing many different companies to change their business model.
There’s no harder job for a corporate leader than transformation – so make sure that you avoid the most common change management mistakes
Change is not just hard facts but also a result of our thinking and emotions – put them together and they turn into a change in feelings and consequently our behaviour.
Resistance to change comes from a fear of the unknown or an expectation of loss. The front-end of an individual’s resistance to change is how they perceive the change. The back-end is how well they are equipped to deal with the change they expect.
An individual’s degree of resistance to change is determined by whether they perceive the change as good or bad, and how severe they expect the impact of the change to be on them.
When fear prevails
When fear prevails, things that employees are asked to do are passively accepted, they are not inclined to make improvements and they do the job just to secure the flow of income.
Reduce the likelihood of resistance to change
In an organization that has a culture of trust, transparent communication, involved, engaged employees and positive interpersonal relationships, resistance to change is easy to see – and also much less likely to occur.
Short URL & title:
Transformation in an age of disruptive change – the role of feelings — http://www.torbenrick.eu/t/r/nui
If you enjoyed this article, please take 5 seconds to share it on your social network. Thanks!