Diversity and Inclusion

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Diversity and Inclusion
Anne Peters
When organizational change involves creating a more diverse and inclusiveness work environment, resistance by some employees may be embedded in fundamental issues such as values and beliefs. Which of Kotter's change approaches may prove most effective? (...) Read more? Sign up for free
 

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Resistance to Change
Bongani Kamanga
Unfortunately most changes are not properly planned for which results in key steps been either overlooked or not executed at all. If we take into account the principle of doing the first things first, such as creating a platform for conversations about change and using that platform to discourage the current way of doing things with the view of getting everyone on the same page. We thus create an opportunity to minimise the resistance. This must be a carefully controlled process where all beliefs and views must be given an opportunity to be unpacked. Another approach is to find creative ways of making people uncomfortable with the status quo. People change when they are uncomfortable naturally. However this too requires a rather structured, tactfull and sensitive application.
 

         
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