Change and Resistance

I apologize for the gap between posts...as they say change was afoot. Given this is the case, change is as an appropriate a topic as any to discuss today. Change is that wonderful constant that s place wherever we are in occupation, position or life. As a department director I am often asked to implement and guide change. "How do you deal with change and getting others to buy into that change?" is a question that is often asked of my by management students with whom I come in contact. A seemingly simple question it is!

The thing we're often told is that there will be the dirty 'R' word: Resistance! Resistance to change will rear its head and bog down the process. We have to fight back against the resistance and push on regardless! That is the rallying cry I often here from some mangers I know. Being the contrarian that I am I happen to believe that resistance to change is, in fact, a good thing.

Why is resistance to change a good thing? We're often caught up with those matters at work (and home) that have no real significance to actually getting the job done. Resistance is the indicator that what I am proposing to change does actually matter to people. Here is the question: if you're changing something that doesn't matter or has no impact would there be resistance to it? The answer is no. When I make the initial pitch for a change to the staff I gauge if the change is relevant by their initial level of resistance. If there is resistance I know that I am on to something and then can begin to lay the groundwork and form the necessary team to gain input and begin the process.

I have found that allowing my staff to express their resistance to a change to be a positive stepping-stone to completely the project and future projects successfully. As long as it is done professionally and is based in fact it can be a powerful too that ensures the right changes are made and the right people are involved in assuring the change takes place as designed. Running from the resistance or trying to shut it down from the start will only ensure that there is no support for the change and the change will ultimately fail.

What is your take on resistance and what is the best (or worst) change process in which you have been involved?