Leadership and Workforce Alignment & Engagement Session 2: Resistance to Change | Operational Excellence Quick Hits

Today’s session is our second video in our series on leadership and workforce alignment and engagement. We’re aiming to achieve alignment and engagement throughout the organization, a necessary condition to be a high-performing organization. This series focuses on how to achieve that, and today’s session specifically talks about resistance to change.

Resistance to change is the unwillingness to adapt to new circumstances or ways of doing things. It stems from factors like misalignment with company goals, perceived negative consequences, or dislike of the required changes. To be high-performing, we must satisfy all customer needs, establish the mindset for sustainable improvement, and create positive change in organizational culture.

Building a high-performing organization is a four-step process: defining what to change, what to change to, how to cause the change, and sustainability. Avoid complacency, as stagnation hampers progress.

To achieve breakthrough improvement, we need to work through the layers of resistance: defining why change is needed, agreeing on the problem, the direction of solution, and its implementation details, overcoming negative consequences, and addressing fears associated with change.

In the upcoming sessions, we’ll delve into tools and techniques to overcome each layer, gain buy-in, and achieve alignment for breakthrough improvement. Connect with me on LinkedIn, visit our website, and check out our YouTube channel for more information on achieving high performance and alignment within the organization.