Change Myth #1 All Change Is Bad And Will Be Resisted By Employees

Are you still looking for a WIIFM (What’ s In It For Me) for change?

You’re not alone.  Organisations seeking change operate with an assumption that there will be resistance.  And that’s why they focus on finding something that will entice or incentivise people to change.  This works on the assumption that people will resist change, given the choice.

What if you were to shift perspective?  Instead of mitigating resistance to change by finding a WIIFM, you design change in? We are more aware of behavioural nudges in everyday life.  Why not use these to help make managing change a thing of the past?  Afterall, if you assume the default is that that people will opt in to the change you can focus instead of helping them do just that!

It’s not only organisations that use nudges to make change easier.  In their book, Nudge, Thaler and Sunstein describe how one country changed its approach to organ donation.  Instead of asking people to opt in to the scheme,  they did a turn around and made it an opt out scheme.  Everyone is automatically added to the scheme but can still opt out if they choose.

Our models of change can become constraining forces that sometimes tie us in knots.  Change the model and, voila, you free up different and new ways of making change happen!

 

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