Leadership Coaches - Resistance to Changing Culture

By Jodi Wiff and Mike Krutza

Why is changing a work culture so hard? Why is there so much resistance to making change for the better?

When you break down changing a work culture - think of employees reaction falling into one of the five categories:

1. no need to change
2. the timing is bad
3. cost of the change
4. they may need information on why, what and how
5. feel distrust of the new direction

People will have different reactions that is a given. Now is the time as a leader to really listen to their reaction and identify what category of resistance they fit into. Do they question the need to change the company culture? You may even hear conversations that start with, we're making money, why to do we have to change how we interact with customers or employees? Or, everyone is so stressed, why rock the boat, wouldn't it be better to wait until next year when the economy concerns level off before we assess our company culture. Changing a work culture will confront resistance - improve your odds of success by anticipating what the barriers will be and remember just because it is easy for you to see the need and benefits, it won't be easy for others to visualize the positive impact of the change. Think about how the messages get shared to answer all of the above barriers. Try moving forward by engaging the teams you work with - what are they worried about? What do they need to move forward? What feels unclear to them?

Culture isn't the hard number or line item on the bottom of an annual report or productivity report. However it is a key ingredient on how to get that number to look better.

Jodi Wiff, partner Lighthouse Leadership, created the mantra of "Elegant Courage"-- honesty with grace and elegance during good or bad times. Her 28 years as a leader distinguished her special and unique problem solving abilities. Her innovativeness and creativity changed the company culture from ugliness - sniping and lack of hope to a warm, engaging, respectful environment. She believes the employee and customers are special and important to a business and that leaders must create the environment which "feels" hopeful and stirs the inner calling of employees to make a difference. She creates that kind of profound difference.

http://www.lighthouse-leadership.com

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