Diagnosing the sources of resistance is the first step toward good solutions.
- Rosabeth Moss Kanter, Harvard Business Review
I really hate most numbered lists. Especially those "top ten" type lists. Because, these lists imply that the author has somehow discovered the exact number of, well, whatever, for whatever topic is that they're discussing. It just seems too easy, and of course, there's probably dozens or even hundreds of legitimate reasons for, well, just about anything.
But I love them, too, because they have an amazing ability to shrink down otherwise very complex subjects into something that we ordinary folks can get our heads around. And if nothing else, these lists perk up our interest in the topic, and encourage us to research more, to learn more, and maybe even to.... change.
And when a list is coming from Harvard Business Review, I sit up and take notice.
Enter: Ten Reasons People Resist Change.
Having spent considerable time studying the topic of change management while at USF, I can verify this article is worth having a look, not only as a refresher for those who've passionately studied the topics of organizational behavior and development, yet also for those who want an entry-level primer into the reason why change, of any type, is hard. Really hard.
But - because something is hard doesn't mean that it's bad. More often, it means that it's something worth pursuing.
That said, here's HBR's respectable headers of the top ten reasons people don't like anything in their lives to change.
- Loss of control.
- Excess uncertainty.
- Everything seems different.
- Loss of face.
- Concerns about competence.
- More work.
- Ripple effects.
- Past resentments.
- Sometimes the threat is real.
I hope these headers will encourage you to read the entire article here. Where have you seen resistance to change on your estate, even when that change would result in an improved work process, service to the principals, staff morale, or other benefit? How about change which would result in real benefits to your own career?
And how about changes within domestic staff referral agencies and their approach toward candidates, positive changes which at first glace appear very new and very difficult, yet would create real, long term benefits for all concerned... especially the agents?
Take an honest look at any new positive change in your approach at work with co-workers, principals, or guests; in your career; or with your domestic staff candidates - and examine honestly each of the above ten factors - each of the issues which may be holding you back, keeping you from changing... and from achieving the success you truly want and deserve.
What say you?