K&S Six Ways of Overcoming Resistance to Change

• What are six ways of overcoming resistance to change suggested by Kotter and Schlesigner?

  • Education and communication
  • Facilitation and support
  • Participation
  • Negotiation and agreement
  • Manipulation
  • Explicit and implicit coercion
• What is the action of education and communication to overcome resistance to change?

  Businesses inform employees about the reasons for change and its benefits
• What are some examples of communication methods to reduce resistance to change?

  • Meetings
  • Emails
• Why does education and communication reduce resistance to change?

  • Eliminates confusion
  • Builds trust
  • Prevents misinformation
  • Encourages rational thinking
• What is the action of participation and involvement to reduce resistance to change?

  Involve employees in decision-making and implementation of change
• Why does participation and involvement reduce resistance to change?

  • Employees feel valued
  • Increases commitment
  • Reduces uncertainty
• What is a limitation of using education and communication to reduce resistance to change?

  • Can be time consuming, especially when using meetings
  • Communication has to be clear and consistent, requiring resources
• What is a limitation of using participation and involvement to reduce resistance to change?

  Slows down decision-making
• What is the action of faciliation and support to reduce resistance to change?

  Businesses can support employees during change by providing:

  • Training programmes
  • Counselling
  • Flexible work schedule
• Why does facilitation and support reduce resistance to change?

  • Eases employee stress
  • Improves employee confidence
  • Lowers frustration
• What is a limitation of using facilitation and support to reduce resistance to change?

  Costly - Ongoing support requires businesses to invest in training, counselling and additional resources
• What is the action of negotiation and agreement?

  Compomising with employees who resist change by offering incentives or benefits
• What are some examples of using negotiation and agreement?

  • Higher wages
  • Bonuses
  • Additional job security
• Why does negotiation and agreement reduce resistance to change?

  • Reduces strong opposition such as trade unions
  • Provides a situation that benefits both sides
  • Employees are more likely to support the change
• What are limitations of using negotiation and agreement to reduce resistance to change?

  • Employees may expect rewards every time change happens, increasing long-term costs
  • If incentives are not percieved as fair then this would increase resistance
• What is manipulation to reduce resistance to change?

  Presenting information selectively in a way that makes it seem more acceptable
• What is co-optation to reduce resistance to change?

  Brining key resistors into leadership roles so they feel in control
• Why does manipulation and co-optation reduce resistance to change?

  • Turns resistance to support
  • Influences perception - make it seem less disruptive or more benefical than it is
  • If a leader of resistance is co-opted then the followers might also accept the change
• What is the key risk of using manipulation and co-optation to reduce resistance to change?

  Trust can be permanently damaged if employees realise they have been manipulated, leading to greater resistance in the future
• What are the limitations of using manipulation and co-optation to reduce resistance to change?

  Manipulation only works short-term as employees will most likely see the real consequences
• What is explicit and implicit coercion to reduce resistance to change?

  Forcing employees to accept change by using direct orders, threats, or consequences
• What are some examples of coercion to reduce resistance to change?

  • Job loss threats
  • Imposing deadlines to accept the change
  • Disciplinary action
• Why does implicit and explicit coercion reduce resistance to change?

  • Ensures rapid implementation
  • Works when other methods fail
  • Sends a clear message
• What are the main risks of using implicit and explicit coercion to reduce resistance to change?

  • Low morale
  • Employee strikes
  • Resentment
• What are the limitations of using implicit and explicit coercion to reduce resistance to change?

  • Long-term productivity and trust can be damaged
  • Can lead to low motivation
  • Can increase labour turnover
  • Can cause conflict, strikes or legal action
• What is the best approach usually for businesses when trying to reduce resistance to change?

  Businesses usually use a combination of strategies to balance effectiveness with employee satisfaction