Managing change resistance (without having your head explode)

Among the most frustrating aspects of project management is the fact that the organization will sometimes work against you just because. In order to manage change resistance without stress, there are a few key points you need to consider:

Accept the resistance

Being resistant to change is something ineherently human and not something you should blame your co-workers for. We as humans are simply a comfortable lot who don't what to do things differently unless we absolutely have to. Accepting the fact that you need to be prepared for this will make your life a lot easier. No need to be frustrated over things you can't change, instead, be proactive over the things you can change.

Get key stakeholder on your side early

Is this change the crazy idea of some careerist project manager or does this change have proponents throught the entire organization. No matter how good your change is, you need to have other members through the organization to support you in order to convince the rest of the lot. The earlier you can assign these "change managers" and get them over to your side the better, make them feel like they are co-inventors of this new solution. Waiting to long will make these key stakeholders change resistant as well, so build your alliances while you still can.

Provide treats

Perhaps the best incentative is the "Whats in it for me?". Will the new change make the finance departments job easier? Will the organization have more resources to reduce the overall workload? Will they get a nice pen or keychain with the logo of the new project? The exact perks you can offer will depend on the change and the project, but offering something tangiable will make the entire thing more real and engating. Seeing that something is at stake for themselves can be as easy as offering a novelty item, building hype and anticipation for the change.

Why is there resistance?

Members of the organization may be reluctant to participate if they are fully unaware of why the change is necessary, perhaps they believe that the change will lead to something negative for them personally? Informing the organization every step of the way is key in order to reduce change resistance. If the team feels as if they have an ability to voice concerns, be listened to and have their questions answered, there is often a lot less reason for resistance to change.

Do you have any additional ideas on how to counter change resistance? Voice your opinion in the comments below!