and support the implementation process. The reverse is also true of course
and the more powerless they feel, the more resistance you will see. This is
not so hard to ﬁgure out, but the reality of work is that not all changes can
be implemented through consultation. There are many aspects to change
and again it is not feasible to address them all here but rather to give you
a general sense of what to look out for.
You must become an enthusiastic promoter of change, not for the sake of it,
but when it brings about better results. But don’t expect everyone else to feel
the same, because you will invariably encounter quite a few negative reactions.
READY TO LEAD?
Some people can never cope with change; how should I deal with
Most people are willing to grasp change readily, depending
upon how it is presented and handled. However, there are
others who fear it and ﬁght it as much as they can. The
important point for you to recognise is that there is a human
dimension to handling change which has to be addressed at
some stage during the process. Better to try to deal with dis-
content or fear at the outset, than to ignore the natural human
reactions and deal with rebellion at a later stage. Of course,
there are those who instinctively resist change but the
majority of people often have valid concerns surrounding
So when you hear things like ‘that’ll never work here’, don’t
immediately see this as the negative sign it appears to be at face
value. What it often means is ‘convince me’ and helping your
team to cope with change will often require a selling process on
your behalf, particularly in an environment where there have
been a lot of ineffective changes made in the past.
Remember, you cannot move people from fear of change to commitment in
one single step and your initial goal should always be just to get people to
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