Not Knowing – this group believes that they don’t understand enough about the changes going on or how they’ll be affected.
Managers using an enquiry led approach will help these people ask questions like ‘How can I found out more?’ ‘Where can I see opportunities?’ ‘Who should I speak to?’ In this way, fear of change is broken down and awareness at least allows for people to better manage their situation.
Not Able - this group believe (or genuinely don’t have) the skills required to adapt to the change required.
Again a manger using an enquiry led approach will get them to reflect on “What do I need to learn?” and “Where can I go for resources?”
Not Willing - Unfortunately you will always have a very small group of people who are simply intransigent; they have done things in a certain way for a long time and the change they are being asked to adopt is just a step too far for them. These people are what we call the ‘not willing’ and in this area we might get them to ask very different questions, such as, ‘what would have to change for me to be engaged in this?’ and ‘how would I be motivated?’
From our experience, it’s the companies whose leaders and managers model this behaviour and adjust their style of management that transition though change and see the benefits with the least collateral damage.
It sounds simple but changing deeply embedded behaviours is challenging. Luckily however, this is something that we at Notion are experts in and have worked with long list of organisation on this very subject.
For more information about implementing an enquiry led approach and successfully overcoming resistance to change, contact Notion on +44 (0)1926889885 or visit our website www.businesscoaching.co.uk.