Handling Resistance to Change
People resist change because it questions the value of their previous work. Change can feel invalidating, making individuals fear disorganization and prefer the comfort of the status quo. As an agile coach, your role involves soothing fears and normalizing the change experience.
Finding the Truth
Rather than making assumptions about resistance, investigate thoroughly. Determine whether opposition stems from the change itself or its implementation method. Understand personal factors, organizational baggage, and how the entire system operates. This requires investigative skills, asking pertinent questions, and remaining open to feedback.
The Complexities of Attitudinal Change
"Everyone behaves in a way that makes sense to them," the article notes. Axiology—understanding values—proves critical. People who don't value a change won't embrace it, and they'll resist if they perceive attacks on their core values.
Facilitating Attitudinal Change:
- Through interpersonal communication:
- Listen more than you speak
- Avoid arguing, talking down, or assuming
- Enable idea exchange between people
- Through information sharing:
- Explain why change is necessary
- Highlight benefits and eventual value
- Demonstrate feasibility
Conclusion
Creating organizational change demands patience, strategic thinking, hard work, and human empathy. Success requires understanding both environment and people within your system.