SYNDICATE 6 - ASSIGNMENT 1: STORY-BOARD.
CHOSEN TOPIC: DEALING WITH RESISTANCE TO CHANGE.
PRESENTERS: Executive Manager, Mr Siphiwe Moyo (SM)
HR Manager, Colette Atkinson (CA),
Line Manager Ms Masabata Dibeco (MD),
Union Representative, Mr Thulani Mthiyane (TM)
Opening Scene: Colette Atkinson
Welcome to Syndicate 6’s EDP assignment. We have successfully collaborated with our combined intelligence and decided that the topic we would demonstrate today, is “Dealing with resistance to change”.
The scenario that we are sketching ...view middle of the document...
MD (Line Manager of Marketing) comments:
.“Oh bother! I was hoping that the Competition Board would have put a stop to the rumours!!! Now I have to face those people on a daily basis! Just last month they undercut our quotation just to be spiteful, to win over one of our largest existing client that we could rely on for at least R10 million worth of turnover per annum, despite the tough economic conditions. Do you know how difficult it is to replace that client?? I do not know how I am going to motivate our sales staff now, previously they were “hell bent” on being highly satisfied by just winning the bid over these people…”.
Masabata, I know this is difficult for all of us, and I can see this is going to be quite a challenge for you….
I do understand your concerns which are very real and the importance of keeping our sales team motivated is critical. I attended a workshop recently and we spent some time covering “ change in organisations as well as resistance to change and I would like to share something that was covered in the programme if I may? (Powerpoint slide 1 – Kotter and Schlesinger 2008, Cooke 2013, Rickrsmith 2013 - which SM explains). So you can see that there are various ways to over-come the anticipated resistance so let’s explore them for our organisation based on the theory provided. The actions I suggest we focus on are:
Education and Communication: So let us decide on how we educate and communicate across all departments in the business to ensure that everyone understands the rationale and that they feel involved every step of the way. We must also make the business aware of the many benefits that we will derive out of the merger including access to new markets, knowledge sharing and skills acquisition.
Participation: Here we need to scan our environment and identify our positive and negative resistors so that we can respond appropriately to them. What do you think are the difference between the two?
I would think that the one reacts positively to the change and the other one negatively.
Exactly – very important to understand this in the process.
I agree with your suggestions and education and communication will be the key as well as a comprehensive understanding of our environment.
Also, we can involve our positive resistors such as Samantha, Israel, Thireshni and Neo in the process which may improve the overall resistance as they are individuals with influence within the organization – okay I get it. Makes sense but what about those that are negative despite our efforts? They may negatively influence others in the organization which is surely what we need to try and avoid?
Indeed. We use our discretion but obviously our intent is to try and win them over. This is where our leadership skills are really going to be put to the test. This high-lights another important action on our part, and I refer you to another slide in...