Consulting: Symptoms & Problems
You have heard it all and seen it all
I am sure you heard employees (or managers) say:
- "… but we've always done it this way."
- "You just don't understand what you are asking us
to do."
- "There isn't enough time or money or information
to do this."
- "What you are asking us to do is unreasonable and
impractical."
Perhaps your employees:
- Drag their feet when you are trying to get a change
project off the ground?
Let their energy and enthusiasm sag soon after the
change project has begun?
- Question interminably the specific change program
chosen?
- Lose interest in the program once the newness
wears off?
- Undermine the implementation efforts? And then,the
last straw...
- Complain about the need for change?
These are common ways that employees express their resistance
to change. We can help you dissolve this very common barrier
to successful change in the workplace.
Applications
Examples of change efforts in organizations that often
benefit from efforts to reduce employees' resistance include
changes in:
- Working Relationships and Conflict
- Technology
- Motivation and Commitment (from Incentives to Inspiration)
- Personnel (Downsizing, Reassignments, Promotions)
- New Control Systems (Financial, Information, TQM,
MBO, Performance Evaluation)
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- Organizational Structure
- Procedures
- Mission
- Inter-departmental Relations
- Interpersonal Skills
- Learning Systems (WBT and Teleconferencing)
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But We Already Have a Consultant. Isn't This a Conflict
of Interest?
No problem. Our special uniqueness complements the efforts
of other change consultants. They help you decide what needs
to change, when, and how. We help you get your employees'
and managers' commitment to make it work. We work along with
your in-house or external change professionals.
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