{"id":2740,"date":"2016-12-26T08:08:29","date_gmt":"2016-12-26T13:08:29","guid":{"rendered":"http:\/\/flevy.com\/blog\/?p=2740"},"modified":"2022-07-11T21:49:01","modified_gmt":"2022-07-12T02:49:01","slug":"the-best-ways-to-mitigate-change-resistance","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/the-best-ways-to-mitigate-change-resistance\/","title":{"rendered":"The Best Ways to Mitigate Change Resistance"},"content":{"rendered":"

Organizations must deal with new government regulations, new products, growth, increased competition, technological developments, and a changing workforce\u2014which all force change. \u00a0Change is pervasive and inevitable to the growth and survival of an organization.<\/p>\n

To quote one of the most over-used quotes in business and Change Management<\/a> (often inaccurately attributed to Charles Darwin):<\/p>\n

It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most adaptable to change.<\/em><\/p><\/blockquote>\n

Unfortunately, the greater the change (and the larger the organization), the greater the resistance to change. \u00a0The 6 Change Approaches\u00a0is a model to prevent, decrease, or minimize resistance to change in organizations. \u00a0These 6 approaches are:<\/p>\n

    \n
  1. Education and Communication<\/li>\n
  2. Participation and Involvement<\/li>\n
  3. Facilitation and Support<\/li>\n
  4. Negotiation and Agreement<\/li>\n
  5. Manipulation and Co-optation<\/li>\n
  6. Explicit and Implicit Coercion<\/li>\n<\/ol>\n

    \"6change\"<\/a><\/p>\n

    All people who are affected by change experience some level emotional turmoil. \u00a0 In fact, even changes that appear to be “positive” or “rational” involve loss and uncertainty. \u00a0This causes a resistance to change.<\/p>\n

    There are 4 basic reasons why people are resistant to change:<\/p>\n