Dear Dr. Mimi
I just took on a new position that is challenging my leadership ability. This position is forcing me to make many changes to the way I typically do things. Likewise, the organization is instituting more changes, and I can tell my employees are resisting these changes. What should I do?
Stuck

Dear Stuck:
In today’s business world, change is necessary and inevitable. People feel uncomfortable when you first execute change or ask them to do something they have never done before. That is normal!
Some people may believe the changes mean they have to give up the way they want to do things to satisfy you personally or that the old way was wrong. The old way may have been perfect before, but things change and so do ways of accomplishing goals. If the changes apply to everyone, let staffers know that you are the facilitator. Emphasize that you support the change and, in addition, they must support each other during the process.
Also, find out their needs. Do they want clarification of the expectations? Do they need training? Are they unsure of their ability to adjust? If you can, provide them with the necessary training, information or assistance.

If you aren’t sure what to do to implement the change, bring the group together to brainstorm ideas. Remember: People support what they help create! One word of caution: Change takes time and consistency. If you back down, staffers will naturally return to the way things “we’ve always done before.”

Dr. Mimi

The 8 Realities of Change…and what you can do!
1. People hate to hear that there are going to be changes. The sooner they hear of the change, the more readily they will embrace it. Even those who hate change would rather know about it earlier than later.
2. People will feel uncomfortable, ill at ease and unnatural when you first implement change or ask them to do something different. Recognize this and let them know their feelings are normal.
3. Not everyone is at the same preparedness level for change and will, more often than not, focus on how they are unprepared for the change. Be sure to point out and emphasize the strengths they have to implement the change.
4. Even if everyone is going through a change at the same time, people often feel like they are alone. Encourage everyone to support and help each other.
5. People will be concerned about what they have to give up, even if the change will help them.
6. People will be concerned that they don’t have enough resources. Let them know what resources are available and that they are sufficient.
7. People can only handle so much change. Be careful not to overload them or do too much at the same time.
8. If unchecked, people will go back to doing things the way they always have in the past. Be prepared for a setback and have a process in place to get back on track.
(Taken from a “Change Management” program by Dr. Mimi Hull)