Afraid of change?

Generally, when leaders want to introduce radical change to their organisation, it’s to respond to new threats or opportunities. Large numbers of business transformations still fail though and, although many reasons can be put forward for these failures, one of the major ones is simply a fear of change.

The possibility of change can create a huge amount of uncertainty for the people who are going to be affected. They are taking a leap into the unknown with no certainty that the grass will be greener on the other side. They aren’t sure they will still have a job or that their existing skills will still be needed. This can make people anxious and even question the entire purpose of the organisation.

The reality is that most people find it easier and safer to stay exactly where they are and intentionally or unintentionally resist change. Leaders therefore need to ensure there is transparency and that the change is communicated widely, frequently and to as many people as possible. If conditions of safety and trust are created and the resources needed to cope with any uncertainty provided, employees will feel supported, the fear of change minimised and the change itself embraced by more people.

No matter how extensive the consultation and communication strategy is there will always be some level of uncertainty but developing a relationship of trust can provide employees with the resources to help them cope during times of uncertainty.