Dealing with Change is Not Always Problematic

Change Management (Iceberg)
Knowledge Center

 

Next Topic

Change Management (Iceberg) > Best Practices

Lewis
I think there's a degree of over complexity here. In many instances humans do cope well with change, most usually when such change is under their control or when external influences are compatible with those things that genuinely motivate us - i.e. things that are aligned with a sense of autonomy to create and develop, mastery of skills and activity that is arrived at autonomously because it is deemed as purposeful. Change is only a problem when it falls outside of these parameters, the task then is to analyse, evaluate and explore to see if the change is something so powerful that it cannot be brought back to lie within the above parameters or to see how best to bring back that which can be brought back within the parameters. (...) Read more? Sign up for free

Please register now to read all responses and to join this discussion yourself. It's easy and 100% free.

Sign up for free     Log in


  Jan Emerton
 

Dealing with Change is not Always Problematic

I agree to a certain extent. Often, just validating the emotions people feel during change and being respectful to the past is enough for most people to move on fairly quickly.
The sad thing is that many line managers are either too anxious about 'opening the floodgates' by tackling a potentially emotional subject, or under too much pressure from their own bosses to 'just get it done' that they end up ignoring or belittling the emotions.
What I see in most organisations is over emphasis on the analytical and sequential aspects of the change plan, and not enough on the less predictable, potentially chaotic human response.

  Stacy Moore, Manager, United States
 

Dealing with Change is not Always Problematic

I agree that change adopted easier when internal a (...)

  kvssiyer, Consultant, India
 

We Have a Natural Ability to Change

Adaptability to the changing environment is the es (...)

 
More on Change Management (Iceberg)
Summary
Forum
🔥Dealing with Toxic Employees
Achieving Change at the Individual Level
Why You should Embrace Change
Best Practices
🥇Reasons and Motives to Resist Change
🥈The ADKAR model by Prosci
🥉How to Make Employees LOVE Change?
What are the Reasons for Change?
Hidden Resistance to Change
Bad Change Management Examples
Transparancy Needed in Change Management
Is it Possible to Manage Change If the Right Approaches Are NOT Used?
What Leadership Style Reduces Resistance?
What Punishment for Unwilling Employees?
6 Images of Managing Change (Palmer, Dunford and Akin)
My Way to Deal with Resistance to Change
Dealing with Change is Not Always Problematic
Engage the Opponents
Types of Change and Corresponding Resistance Levels
Automatic Defense Mechanisms to Change
Avoiding Resistance to Change
Characteristics of Organizations That are Open to Change
Managing Change is in the Essence of Management
Categories of People Involved in Change
Create Involvement and Communicate the Strategic Need to Change
Good Change Management Examples
Human Factors in Change Management
Overcoming Resistance? The Rapid Results Method by Schaffer
Change is Most of the Times Selfish
Communicating Change to Top Management
Ethics in Change Management
Managing the Change Within Oneself
Who Moved my Cheese?
Equilibrium of System
Special Interest Group Leader

Are you an expert in Change Management (Iceberg)? Sign up for free


Change Management (Iceberg)
Knowledge Center

 

Next Topic



About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
2020 12manage - The Executive Fast Track. V15.6 - Last updated: 24-10-2020. All names of their owners.