Combining Kotter's Six Change Approaches
Abdourahmane DIOP, Management Consultant, Senegal, Member
As it is presented here, one may think you choose one approach or the other. Yet combining the six approaches seems for me the best way to deal with resistance. As a matter of fact, when you face resistance to change, the best way to act is to proceed by persuasion. That means to work on communication to make understanding easy and to fight back uncertainty and fear. In so doing, your objective is to make people accept the change project and to participate in conceiving it and be involved in running it.
Anyway, you will always face people who won't accept the change just because they don't want to change. When those people act to make your change project fail, you need to be firm. Do not hesitate to punish them and meanwhile you promote those who support the project.
But I still think that change management is not a matter of enforcement or something alike. I understand very well that some people will not accept to change whatever your strategy. Then why use force or "be firm". For me, the solution is to inform and to work with those who are convinced. In my point of view, there is no organization in which all workers share the culture of the admitted values. What is important is to have an important part of workers (mor than 2/3. Who involve in the change project. The results obtained will lead the reluctant people to join the movement though they are not convinced.