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REDUCING RESISTANCE TO CHANGE
- Be timely. Announce an impending change
as quickly as possible. Rumors start very quickly.
- Explain the reasons. Be very upfront in
telling your staff why the change is important and how it
affects them. Fear of the unknown is the biggest reason why
people resist change. It is hard to support something you
don't understand. Note of caution: if you distort the reasons,
staff will be doubly antagonistic when they learn the truth.
- Explain what the change means. Try to
let staff know how the change will affect him or her. Explain
the benefits. Will it help them to provide better care? Do
their work faster and more efficiently? Will it help the
organization?
- Ask for advice and participation. Your
staff has good first-hand experience on the job. Get their
input on change and how a change should be implemented.
- Don't change for the sake of change. Continual
change leads to resistance. Making a change for the purpose
of shaking things up makes it more difficult to get acceptance
of necessary changes. Save your energy for more important
changes.
- Control staff anxiety. Change means a
new way of doing things and most people are fearful of the
unfamiliar. Provide assurances that there will be support
and time to become familiar with the new change. It takes
a while for people to adjust.
- Watch for staff reaction. Look for signals
that something is not going well with the new change. Rather
than trying to force a change, find out what staff doesn't
like about it. Work with their concerns or even rethink the
proposed change.
- Don't be afraid to change your mind. Some
changes don't turn out as well as others. Why not say 'forget
it.' Nothing is gained by forcing staff to accept a change
they know isn't necessary.
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