“Eight Tactics Can Help Change Agents Deal with Resistance to Change.”

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“Eight tactics can help change agents deal with resistance to change.” When Jorge Maldonado became general manager of the local civic recreation center, he realized that many changes would be necessary to make the facility a true community resource. Having the benefit of a new bond issue, the center had the funds for new equipment and expanded programming. All he needed to do now was get the staff committed to the new initiatives. Unfortunately, his efforts have been met with considerable resistance to change. A typical staff comment is, “Why do we need all these extras? Everything is fine as it is.” How can Jorge deal with the employees’ resistance to change, to enable him to move the change process along? “Eight tactics can help change agents deal with resistance to change.” 1. Education and Communication 2. Participation 3. Building Support and Commitment 4. Develop Positive Relationships 5. Implementing Changes Fairly 6. Manipulation and Cooptation 7. Selecting People Who Accept Change 8. Coercion I think Jorge Maldonado’s should use the first of the eight tactics, education and communication mostly in order to get the employees to understand the new changes. From reading the above statement, it sounds as if the employees are just looking for answers and support during this change. Being the new manager Jorge needs to find different ways to get the employees to trust him. When he gains their trust this will help to implement the new change. A lot of the eight have a place in any kind of change resistance, you just have to assess the situation and see which one you’re dealing with. “Communicating the logic of a change can reduce employee resistance on two levels. First, it fights the effects of misinformation and poor communication: if employees receive the full facts and clear up misunderstandings, resistance should subside. Second,

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