16 Reasons People Resist Organizational Change:

Organizational Change
  1. People leading the change think that announcing the change is the same as implementing it.
  2. People’s concerns with change are not surfaced and/or addressed.
  3. Those being asked to change are not involved with planning the change.
  4. There is no urgent or compelling reason to change. The business case is not communicated.
  5. A compelling vision that excites people about the future has not been developed and/or communicated.
  6. The change leadership team doesn’t include early adopters, resistors, or informal leaders.
  7. The change isn’t piloted so the organization doesn’t learn what’s needed to support the change.
  8. Organizational systems and other initiatives aren’t aligned with the change.
  9. Leaders lose focus and/or fail to prioritize, causing “death by a thousand initiatives.”
  10. People are not enabled and/or encouraged to build new skills.
  11. Those leading the change aren’t credible—they under communicate, give mixed messages, and do not model the behaviors the change requires.
  12. Progress is not measured and no one recognizes the changes that people have worked hard to make.
  13. People are not held accountable for implementing the change.
  14. People are leading the change fail to respect the power of the culture to kill the change.
  15. Possibilities and options are not explored before deciding on a specific change.

Source: The Ken Blanchard Companies Leading People Through Change

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