Avoiding Resistance to Change

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There will always be change from time to time and management and staff apprehension will always be part of the issues to be dealt with. Fear, guilt, threat, doubt and and all other motives for resistance to change should be minimized if all stakeholders are involved in the change process from the start in order to build a consensus and gradual acceptance for moving forward. Change must never be imposed on people and even after a successful implementation, management must avoid complacency. Do we agree? (...) Read more? Sign up for free

		Merrick Peiris
	Transparency, Truth and Trust in Change Management Change affects us all in someway and resistance to change can have a lot to do with people's perception of personal insecurity. The need for change may be driven by external or internal factors and the plan to change for the better must be explained. Above all there has to be "transparency", "truth" and "trust" in the whole process.