change & resistance management

Facilitated a fulfilling 2-day Change Management program for #PUMA SEA employees from Indonesia, Singapore and Malaysia.

Participants were thoroughly engaged in working through the change management process for their respective work areas.

It should be assumed that change at any level would have resistance. Before we consider this too broad an assumption, I would suggest change leaders “err on the side of caution” whereby we remind ourselves to be especially mindful to plan around resistance, rather than face the risk by downplaying or overlooking potential resistance.

There are countless theories, strategies, models and concepts that deal with the question of resistance management. No single set approach would be your ‘silver bullet’.

Instead, a resistance management approach has to recognize pain points from the individual level up. When change is rolled out, active or passive resistance is reflected in the individual and if unaddressed, it grows into group-level resistance.

Recognizing the symptoms early and addressing pain points in the change management strategy could also avoid the ‘rolling eyes’ that accompany change fatigue.

Sharma Kumari

Sharma Kumari

Step by Stepz Founder, over 25 years industry and international experience, with core expertise in HR-Talent Management and L&D. Led and managed wide-range of assignments, including speaking / training engagements in more than 15 countries.

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