At a recent Navigating Change® workshop, a regional manager shared that every time she introduces something new to her team, their first reaction is negative. It doesn’t matter if the change is beneficial (say, a new technology or tool that makes it easier to perform certain tasks) or not; her team members tend to react negatively and resist the change. Most participants in the workshop echoed this pattern of reaction to change with their team members. This type of negative response to change is not unusual.
Negativity bias is a psychological phenomenon where humans give more weight to negative perceptions, experiences, information, or stimuli than to equally intense positive ones. It can contribute to strong emotional responses and impact judgment and decision-making, particularly in situations involving risk or uncertainty. The origins of this bias may be a variation of the fight-or-flight human wiring that helped prioritize threats to survival millions of years ago. This bias, though beneficial in prehistoric times, acts as a significant hurdle in modern organizations navigating change.
While negativity bias is prevalent, it is not the only point of resistance to change. Change resistance refers to the reluctance or opposition of individuals or teams within a firm to embrace and adapt to changes in processes, technologies, strategies, or organizational structures. Collective habits, routines, fears, and cultural characteristics can play into change resistance. Lack of trust in leadership, poor communication, and lack of training and support make resistance to organizational change more challenging.
1. Acknowledge the Ever-Changing Business Environment
In the business world, the track record for successful change management is mixed at best. Every organization faces an increasingly dynamic operating environment, making navigating change inevitable. Recognizing that the business world is in perpetual motion helps align expectations and shift away from the false belief that the status quo means a static environment. Change becomes continuous rather than a one-time event, meaning that teams need to adapt to this reality.
Emphasizing the perpetual motion of the business world can help your team reframe their view of change. It’s crucial for leaders to convey that change management is not about reacting to an isolated event but preparing for ongoing evolution. Helping your team internalize this idea can help alleviate some of the fear associated with change, paving the way for smoother transitions. Organizations must make it clear that standing still equates to falling behind and that adaptability is key to survival and success.
2. Align the Team with the Company’s Vision of Success
Unifying the team around the company’s definition of what success looks like is the next step. A shared vision acts like an organization’s GPS – while conditions may change, the destination remains constant. This constancy empowers people in navigating change by providing a stable framework within which they can operate. When everyone is on the same page concerning the organization’s objectives, the path to those goals becomes clearer and more attainable.
The vision should be communicated clearly and consistently so that all team members understand and embrace it. This allows them to see the bigger picture and how their individual contributions fit into the overall strategy. Engaging employees in conversations about the vision and how changes align with that vision can help reduce anxiety and build trust. It provides a sense of purpose and direction that motivates employees to adapt and contribute positively to the change process.
3. Announce Progress, Milestones, Achievements, and Challenges
Rather than disregarding setbacks or only celebrating major milestones, leaders should regularly declare progress, milestones, successes, and setbacks. This declaration provides comfort through transparency, making employees feel involved and informed. When declarations are part of regular, ongoing communications, team members have an opportunity to embrace the message, even if it’s related to a setback. There is a tendency for leaders to disregard setbacks, but that can contribute to distrust of leadership.
Transparency is key in maintaining trust within the team. Frequently communicating about progress and challenges helps to manage expectations and keep everyone aligned with the organization’s goals. It also provides a platform for addressing concerns and misconceptions that might arise during the change process. Regular updates ensure that everyone is aware of where the team stands and what steps need to be taken next, fostering a collaborative and forward-moving environment.
