Root cause: Having difficult discussions is not easy.
Resistance to change is driven by a belief that change is not necessary. Does this sound familiar: “It’s worked this way for so long, why do it differently?”
Leaders need to think about resistance to change proactively. It’s not so much that sceptics are anti-change, perhaps they just need more time to get accustomed to the change or to ease into it. Resistance could come up because teams haven’t had enough time to process the change and see how innovation culture could benefit them.
Sometimes it’s not resistance of the employees, but it’s procrastination on the part of leadership. Change procrastination. This can look like waiting until the time is right to take on change initiatives, driven by the avoidance of negative emotions or tough talks. Daily business will always be urgent. So, change must be handled differently than deadlines.
With an Innovation Culture Checkpoint, we can help get to the bottom of where the resistance in your organisation is coming from.
How Creaholic does it
We send out a Pulse Feedback survey twice a year that gives employees a platform to share what they think is going well and what could be done better. As a team we then use the feedback and comments to get a sense of the workplace culture, resource allocation, team spirit and client activities. All of this is done in a completely transparent way, so pain points are visible to everyone; and everyone can contribute to positively changing the culture.