Every leader feels the need at one time or another for a tranistion to take place in their organization. Whether it is a church or a business, each of them require the leader to factor in the human dynamics that accompany this kind of change. Developing a transitional strategy will take into account ten specific areas which often cause people to resist change.
People often resist change because:
- They have inadequate skills for functioning in the change.
- They feel like they are “left in the dark” and are left feeling uncertain about what is coming next.
- They lack the understanding of why the change benefits them and the rest of the organization.
- They are reluctant to stop doing what they have always done.
- They are reluctant to learn new skills, behaviors, or structures.
- They are unable to let go of the past in a healthy way.
- Poor planning or implementation of the change which creates confusion and resentment.
- Unclear expectations about what is required to succed in the new structure.
- Fear that the change will not succeed.
- Inadequate support to help those involved to succeed.
If a leader takes the time to address these challenges and develop a strategy for meeting the needs of those involved in the change, they will find that transitions become easier to manage.