Individuals have their own motivations and agendas. This is not the result of malevolence or deliberate troublemaking – it’s just the way things are. In order for change to happen and stick, individuals need to be effectively supported in understanding the need for the change and how it will impact them, so that they can internalise the change and be committed to it. Identifying an individual’s perceptions of what is in their favour, their WIIFMs (“What’s in it for me?”), and what is against them, their WAMIs (“What’s against my interests?”) is extremely valuable, but not always easy to do, and helps to identify where potential resistance and conflicts may surface.
If it’s not wanted, the change will not be successful. Failing to understand and address the political and cultural environment is a common reason for change not succeeding in the way it should. Consistent and continuous engagement and clear communications are essential, as are allowing individuals to voice their concerns.
Things to consider
- Is there a clear, shared change vision?
- Have all the stakeholders, those impacted by the change, been consulted and actively engaged?
- Have personal agendas been taken into account?
- Don’t stifle healthy conflict, as this often identifies valid concerns as well as showing commitment.
- Discourage unhealthy conflict through agreeing and publicising acceptable change behaviours.
- Manage resistance to the change; don’t resist it.