There are some key reasons why people resist change. Typically it's a lack of knowing the why, what and how regarding the change.
WHY = Understanding/Awareness of the change;
WHAT = Purpose/Desire/Vision for the change;
HOW = Ability/Capability/Knowledge to change;
Organizations that have not clearly defined diversity, equity, and inclusion in a way that includes everyone and their vision for its success, often have failed or stalled efforts.
For Onyx Rising, diversity is a broad term that includes everything from the industry you work in, if you work remotely, if you’re an introvert or extrovert, your communication style, what generation you were born into, what part of the country you live in, as well as race, ethnicity and gender identity - just to name a few dimensions. When we see ourselves as part of the change and feel we have a voice in the change process, we are more likely to adopt change. Inclusion drives change success.
When organizations approach a change effort, everyone should understand what it means, and why it’s important to the organization as well to them as individuals. Defining why the topic is important motivates us toward the change.
People resist change for multiple reasons and in various stages. Leaders must be equipped to communicate and prepare others for the change. Leaders must also address the various emotional reactions empathetically and skillfully.
Some of the reasons people resist is because they fear change. Common fears include: not understanding the need to change, feeling we won’t be included, or the perceived potential losses because of the change. Essential questions to be answered include:
How will the change impact me?
What's in it for me? (WIIFM)
How will changing make me a better person, teammate or leader?
How will the change increase productivity or help us reach our goals?
Will the change attract top talent to the organization?
How can changing make us more innovative, creative, or give us a competitive advantage?
Organizations should also provide consistent communication, training, and various tools to support adopting and reinforcing the change. Regardless of the type of change being implemented, some resistance is inevitable. Culture resistance to change may occur when organizational norms are deeply rooted, which may impede acceptance of new ways of operating. Implementing new leadership expectations, structures, processes, or technology can be scary for many people.
When addressing change relative to diversity, equity, and inclusion (DEI), resistance can play out in a few different ways. There is often a small group of 'early adopters' of the change. The phrase 'early adopters' was first introduced by Everett Rogers, an American communication theorist and sociologist who originated the Diffusion of Innovations theory which seeks to explain how, why, and at what rate new ideas are accepted by groups and cultures. Those who tend to embrace DEI change early are often found in leadership, HR, talent management, and in resource groups.
The majority of people are waiting to see if a change will take hold in the organization and if leaders will be support it. Communicating early wins and modeling the ideal behavior will build momentum and enable the majority to get on board with the change. Continuing to reinforce the benefits and outcomes throughout the change process is also critical in keeping people engaged.
What typically is the smallest group may feel like the loudest resistors. Roger’s called them “Laggards” in his Rogers' Adoption Curve. This group should be engaged and included even if they resist the change. It’s unlikely this group will change if they do not have input or can’t see themselves as part of the change. While this group may start out as resistors, if skillfully engaged, they could become some of the greatest champions of the change.
One magical ingredient in any change is simply having the courage to do so. Regardless of where you are on your personal or organizational change journey, if you have the courage to change, Onyx Rising can support you with the tools and consulting resources to move toward your desired success.
Comentarios