Resistance to Change in the Work Place
Resistance can be defined as a physical or non-physical force offered to block the path or progress of something. In the coaching situation resistance is a natural human reaction to change and should be viewed neither in a positive or negative way.
Resistance is usually driven by emotion and in particular fear. People fear what the outcome will be for them of the change and see it as a threat. This fear maybe based upon specific visualised fears as well as fear of unknown aspects.
Typical example of Resistance Encountered in the Work Place
A coach may be asked to help a company’s senior management with the implementation of a new IT system. In this instance more junior managers may likely have a realistic fear of losing their jobs to technology. They may also if they have had assurances to the contrary for the former, have a fear of the unknown, e.g their day to day routine and or status being changed in some way. In these instances, they are likely to do everything they can to resist the change and ensure the new system is not successfully installed.
Here the coach will work with all parties to ensure that everyone involved understands what the change of system is looking to achieve and how it will affect the day to day processes. Realistic fears can be discussed, and reassurances sought with regard to job security. The coach should encourage senior managers to work with their team from an early stage and wherever possible to hear their ideas. Then be seen to incorporate these ideas into the process to ensure that they are fully engaged with the project. This will also help raise early awareness of the full extent of the change, again reducing resistance from the fear of the unknown.
On a one to one basis the coach can work with individuals to help them to be open and positive to learning new skills. This can be done by helping them boost their confidence by focusing on their current skills and achievements. At the same time any continuing negative feelings should be discussed, and the individuals encouraged to think about what is causing them and what actions they need to take to help them move forward.
A coach should always view a client’s resistance as a useful tool to work with while always encouraging them to find more productive forms of behaviour.
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