We all live with habits and patterns of behavior, even if we’re not aware of it. From the moment we wake up – almost without thinking – we follow the same routines in the same sequence. 1. Start the coffee maker 2. Shower 3. Get dressed 4. Drink coffee, etc. We enjoy routines and habits because they give our lives a sense of control and stability. They make us feel safe and comfortable. If you’re still unsure, just stay somewhere that doesn’t accommodate your morning routines, and you’ll quickly see how stressful it can feel to be without them. It’s understandable that when our routines are threatened or changed suddenly, it can really shake us up.
Growing pains happen
Cultural changes at work can have the same effect. It can be tough to go through. There’s a great article in the Harvard Business Review called, Ten Reasons People Resist Change by Rosabeth Moss Kanter, where she explains that, “Change is resisted because it can hurt,” and “Although leaders can’t always make people feel comfortable with change, they can minimize discomfort.”
How to reduce the push-back
When cultural change needs to happen, leaders can soften the blow by doing the following:
Nothing spectacular ever came easy
Resistance to cultural change is to be expected because it adds to employees’ workloads and it forces them to learn something new, making them feel incompetent for a bit which can rattle their confidence. If, however, your organization is prepared, realistic and supportive about the effects of change on its employees, the rewards can outweigh the discomfort in a big way.
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