When there is resistance to change in your company
By Celemma Lara, Business Consultant & Team Coach
The sales department of a company was not yielding the desired results because its leader had been absent for a couple of months due to a delicate health problem, after these two months, his recovery was not optimal to carry out the activities of his position. Under such a situation the company and the leader made a mutual agreement where both felt satisfied.
The Human Resources department hires a new manager. A talented young man with very good technical and leadership skills, extensive experience in the area and with the greatest willingness to generate the requested changes. Both Human Resources and management were convinced that he was the right person.
After three months of hard work, the results were not being achieved, they were monitored for six more months and the indicators did not improve, and a bad work environment had been generated in the team.
The management was concerned because they had closely monitored the strategies used and they did not understand what was happening. With the intervention of an external consultant, they managed to solve the situation.
The consultant inquired about the previous manager, who he was, what contributions he generated, how he performed, how long he was part of the company, among other questions. He also listened carefully to the work done by the new manager.
Finally, he recommended that the previous manager be publicly recognized in the company. His contributions were recognized, which were the basis to continue and achieve new projects, the 15 years of work and also the fact that he was the creator of the sales team. After two months of executing said recommendation, the indicators began to be positive. This change responds to the systemic principle:
“The recognition of history forms the basis for the present”
Companies are living systems. Understanding as a system a set of elements (subsystems) that interrelate with each other and that work to achieve a common goal or purpose.
Statistically it has been proven that in organizations there is a certain resistance to change on the part of the collaborators. The reasons can be very varied, such as: the change management strategy used, the alignment of values, the proposed objective, among others, however, it is also important to give it a systemic look. We can support you in this and other consulting areas. Contact us by email [email protected]
