2/21/2023 0 Comments Visualdiffer![]() Think about what benefits would be the most motivating for those groups to buy in. These will be people who have developed mastery over specialized skills and knowledge or have accumulated power from the current dynamics. In addition to your conventional change management best practices, focus your attention on people whose comfort will be the most impacted. But be aware that the resistance that you feel is a primal tendency to seek and preserve comfort. There is great advice for assessing change readiness and rolling out change. Dysfunction can create jobs or mask poor performance so don't assume that everyone is onboard to eradicate it. There is always a group of people who benefited from the old way of doing things even if that way was inefficient or dysfunctional. The confidence of mastery can feel threatened. Habituated routines that once hummed along on the edge of our consciousness all of the sudden require direct attention. And when people are not comfortable, their confidence, morale, and productivity suffers.Īt the very least, there is the loss of familiarity. The reason why change is hard is that it makes people feel uncomfortable. I have been reading some articles on digital transformation and change management and I am surprised about how little attention is given to the notion of comfort.
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