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.