As change managers, we should be aware of the possible emotions we could face during the process of change management. As promised at the end of Part 1, we are going to take a look at some common emotional reactions of IT staff during the change management process, and what we as change managers can do to manage those reactions.
Frustration, anger, and hate (avoidance/resistance) are the key emotions I’ve seen IT staff experience when change management is in place. The following are examples of the ways in which I’ve seen these emotions manifested:
In Part 1 I mentioned how important it is to manage all the ingredients of change to ensure a successful outcome. This is important not just during the transition to a full-fledged change management process, but also after the process is in place.
Most challenges, in my experience, come after change has been implemented as opposed to when it’s being introduced. With that in mind, here are some actions you should take during and after implementation.
It is advantageous to us as change managers to learn to appreciate the level of emotions surrounding the change management process. If my experience is any indication, the only way to change the perception a lot of IT staff have about it is for change managers to make an ongoing effort to address the challenges change brings to an organization. Not just the emotional challenges, but also the challenge of managing the foundational ingredients that create successful change management.
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