Please enable JavaScript.
Coggle requires JavaScript to display documents.
Kotter & Schleimiger (2008) - overcoming resistance to change - Coggle…
Kotter & Schleimiger (2008) - overcoming resistance to change
Education and communication
Communication can help to overcome the misinformation that often takes place during the change process. Lack of correct information will lead to misleading and undermining rumour and speculation. Communication can also be used to 'sell' the benefits of change positively by helping them to see the logic of change
Participation and involvement
A time consuming but effective change tactic
Those that oppose change can be brought into the decision making process
Involvement in a decision is strongly linked to acceptance of a decision
Building support and commitment
Gain worker communication to change
When emotional commitment is low, workers resist change.
Commitment can be built by supporting employees and recognising fears and anxiety
Can include therapy, counselling and skills training
Implementing change fairly/negotiation and agreeement
When change is perceived negatively, the orgnanisation can ensure that it is not also perceived as unjust
By ensuring change is implemented fairly, this removes a potential source of additional resistance
Manipulation and co-option
Involves twisting information to appear more positive, the withholding of negative information and creation of false rumours to make change appear more attractive
Co-option is a form of participation when the leader of resistance to change is asked to participate in decision making to get their endorsement rather to get to a better decision
Both tactics are cheap and easy but can backfire badly if found out
Selecting people who accept change
Acceptance of change is a personality trait
HR actively seek employees with this trait
Coercion
The application of direct threats of force on those who resist change
Includes loss of promotion opportunities, negative appraisals, loss of status