Be strategic in your approach

Nobody said it’s easy to overcome disengagement and resistance to change in the workplace or in our personal lives. But how we approach these issues and what we do is important. The best place to start is with information and knowledge.

Here’s a major point – disengagement and resistance are major problems, but that’s not all they are. They are also symptoms of even deeper problems. If all you do is target disengagement and resistance and ignore the deeper problems that underlay them, you’re not really making progress.

So, what deeper problems could exist? A major one is low change fitness and low change readiness. These absolutely cause disengagement and resistance.

The right approach is to become knowledgeable about your team’s change fitness and change readiness. By identifying and solving these problems, disengagement and resistance will in turn become less problematic.

Being ready for change is not about being ready to begin the change process. It is about being ready to end the change process – successfully. It’s about being ready to meet all the demands of change – during each step of the change process.

The path towards readiness begins with information. Information about your current state of readiness, what your strengths are, and where the gaps lay. Without that information, you’re sailing in the dark.

You can use that information to guide your decision-making. Having information about your change readiness will lead to better, more informed decisions. And that is important if you want to succeed at change.

What do we assess?

When assessing an organisation’s readiness to succeed at change (not just their readiness to begin), we examine 3 key areas.

First, we examine the change fitness of those who will be most impacted by the change or will have most influence over the outcomes. Change fitness affects how adaptable people are. If change fitness is low, there is more risk that people will resist, get stressed, and disengage. Change will be harder to achieve and there will be more disruption. Being aware of your change fitness strengths and limitations helps you develop responsive change plans and make the most of the resources you have.

Second, we examine how ready your people are to support the change. If they are not fully supportive of the change, you need to work on the messages you are communicating in the 5 key areas that influence support.

Third, we examine the readiness of your change management team to lead the change. If they are deficient in their processes, it is better to be aware of this so gaps can be addressed before they create problems.

A change readiness audit is a cost-effective way to understand your organisational strengths and weaknesses and to respond accordingly. We have strategies, programs, and training to help you build and maximise strength, manage risks, and overcome weaknesses.

If you are in any way involved in organisational change or organisational development, you need to understand what change readiness is, why it matters, and how to assess it. Talk to us about how we can help

Interested in a change readiness assessment?

It all begins with an obligation-free opportunity to learn about your change and to give you some more information about how an assessment would work. If you would like to discuss this with us, please click on the button below to set up an appointment with Steve or Therese.