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Change.

Try to get any new programs or initiatives started in your organization and you
are likely to run into some resistance. As a management consultant, I have

never known anyone who has not encountered at least some friction with an
organizational change. What is it about change in our companies that leads to
opposition?

I think that people often think what they currently have is perhaps more
valuable than it is.

It takes no courage to stand aloof and complain. Do you wish to lead? Then
Change something.

Getting people to go along with a new program often depends on how the

change is communicated.

John Kotter in his book – Leading Change – describes his eight step process to
change:

 Establish a sense of urgency.

 Form a powerful coalition.

 Create a Vision.

 Communicating the Vision.

 Empowering others to act on the Vision.

 Planning for and creating short term wins.

 Consolidating improvements and producing still more change.

 Institutionalizing new approaches.

Understand that acceptance of the situation isn’t approval.

The first step toward change is awareness and the second step is acceptance.

Real leaders deal with imperfect environments and messy people to produce
meaningful change.

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