A leader may face so many obstecles ehen itr comes to implementing the change. T

Question

A leader may face so many obstecles ehen itr comes to implementing the change. The reasons of resisitance to change and obstecles faced by an organisation are stated below

1.lack of commitment- Change management process are said to be successful when the gains they achieve or the potential they enable are maintained into the future. Hence the change manager should ensure the commitment of supporting change far beyond the technical end date of the project.

2.Lack of alignment- It is important for all the activities and the process of change to be properly aligned. The poor alignment may lead to the change management program.

3.Increase of workload- Possibility of increase in workload after change implemented may act as a strong reason for many employees to resist change. Also, the workload may increase during the implementation of change.

4.Fear of personal impact- The resistance may be because of the perception that, the change would make their jobs harder, or their jobs harder, It may result in loss of status, it may result in loss of power/control, it may results in loss the job.

5.Lack of communication- The management or the Change manager may adopt the approach that the change process, its purpose and its benefits are self evident, and so require no communication. This may prove to be fatal resulting in organizational-wide protest. When it comes to change management, there is no such thing as too much communication.

6.Lack of leadership – It is incumbent upon the management to create an atmosphere where the troops buy into the new corporate vision. But if employees feel alienated or otherwise don’t trust their higher ups. Getting them to buy into any new direction will be quite difficult.

It is however the responsibility of a leader to overcome with these obstacles. The steps are atated below.

1.Top management Initiative- Proper implementation of change requires active involvement of top management. The top management should exercise supervision on a continuous basis.

2.Organisational structure- The structure of the organization itself should be modified. Change on structure may require the change in strategic plans, policies, procedures.

3.Change manager- One person. agent, should tale initiative to implement the change. HE should be visionary, persuasive and consistent. It is his responsibility to translate the vision to a realistic plans.

4.Change plan- A change plan should be developed and communicated. Plans do change, so it is necessary to continuously communicate any change made in the change plan and its reasons.

5.Continuity in communication- The need to change, the actions taken and the results obtained, should be widely communicated, on a frequent and continuous basis.

6.Discussions- Frequent meting should be held . Everyone should be given an opportunity to express his ideas. Employees should be encouraged to express his feelings, concerns, worries and frustrations.

7. Coordination – Change is usually best carried out as a tem wide efforts. The focus would be on the co-ordination of all departments, not on each part by itself.

Explanation / Answer

What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? What strategies can leaders use to work with stakeholders, remove obstacles, and address objections?

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