Change Management in IT
I just read an interesting post at:
http://management.silicon.com/itdirector/0,39024673,39170072,00.htm
The writer, apparantly a CIO rails against employees who resist change. A few choice quotes:
“To achieve my desired results I have to metamorphose into some new-age therapist and start talking about utopia. . . .So here’s the real - but not politically correct - answer: if you want to innovate as well as get rid of the systems causing the problems, perhaps you should consider dispensing with the people too?”
Here’s my response: A big part of the problem could be your line: “What part of innovation do these morons not understand?”
I know leading change is tough and it can be maddening when you think you’ve got buy-in and then they “want it in blue.”
I suspect it’s something deeper – much deeper. My guess is that they never were convinced that a change was really needed. Therefore, resistance – asking for it in blue, for example – helps stall the onset of a change they never saw the reason for.
Rick Maurer
www.beyondresistance.com
February 19th, 2008 at 11:41 pm
Rick –
I think you’re right on! I always say people don’t dislike change. They dislike “PUNISHING” change. From a behavioral perspective, people usually are willing to do what offers posititive immediate consequences, and not willing to do what causes negative immediate consequences…. UNLESS they are convinced at a deep level of the possibility of LONG-TERM positive consequences that make it worth it. A leader has to do more than direct and manage — he or she has to REALLY get buy in.
Brian
February 19th, 2008 at 11:43 pm
P.S. I just posted a quick article on the benifit of “can’t” (a bad word in some Gestalt circles) that I would like to hear your thoughts on Rick if you’re willing to post a comment…
http://excellenceuniversity.net/journal/?p=72
February 20th, 2008 at 4:25 pm
Brian - I like the distinction of “punishing change.” Great phrase.