Resistance of Change & overcome it - presentation
0 likes18 views
Resistance of Change & overcome it .pdf
Resistance of Change & overcome it - presentation
- 1. Why people resist change & how we can overcome it. Light Spark Group Lucy Grimwade Presented by :
- 3. Hi, I’m Lucy - a change strategist, coach, and storyteller with a deep fascination for how we navigate the unknown. I’ve spent years guiding people and businesses through change. First by figuring it out for myself, then by helping others do the same. And if there’s one thing I know for sure, it’s this: change doesn’t have to feel like stepping into the unknown without a map. Introduction Light Spark Group Strategic & People-Centred Change Consultancy
- 4. 70% of change initiatives fail because of employee resistance and lack of support. Resistance to change is natural, but it can be managed. Today, we’re going to explore why people resist change at work and how we can move through it with confidence. Introduction
- 5. Why people resist change
- 6. People feel comfortable with what they know. Change creates uncertainty about roles, expectations, and Fear of the unknown
- 7. Change can feel imposed rather than chosen. Employees may feel their voices aren’t heard. Loss of control
- 8. If employees don’t trust leadership, they are more likely to resist changes. Past experiences with poor change management affect how people react. Lack of trust in leadership
- 9. The human brain prefers routines. Change requires rewiring habits, which takes effort and stepping outside of the comfort zone. Habit and Comfort Zones
- 10. People resist what they don’t understand. If the ‘why’ behind the change isn’t clear, people will fill in the gaps with their own (often negative) assumptions. Lack of clear communication
- 11. How to overcome it...
- 12. The more involved people are in the change, the less resistance they feel. Tip: Encourage employees to ask questions, seek clarity, and provide input. Leaders need to create an environment where people feel safe to express concerns. Tip: Instead of shutting down concerns, acknowledge them and provide support. Change as an Opportunity, Not a Threat. Change feels like loss because we focus on what’s being taken away. Shift the question from “Why is this happening to me?” to “How can this work for me?” Overcome by... Get involved and ask questions Psychological Safety in Teams Shift Mindsets
- 13. Change is overwhelming when it feels too big. Tip: Take an incremental approach and small wins to build confidence. Leaders need to create an environment where people feel safe to express concerns. Tip: Instead of shutting down concerns, acknowledge them and provide support. People need clarity on: Why this change is happening (the bigger picture) What’s changing (specific details) How it impacts them (day-to-day impact and benefits) Break Change into Small, Manageable Steps Recognise and Reward Adaptation Communicate the Why, What, and How
- 16. Any Questions?
- 17. Get in touch www.lightsparkgroup.com lucy@lightsparkgroup.com Websites Email www.allyshipactually.com /in/lucygrimwade @lugrimwade Social Media