QQT (Quality Question Time)

“Change”

Every organization has to deal with change.

Change is needed to improve and or survive, but sometimes change has some negative influence on people. Overcoming this negative influence called: “resistance to change” is a VERY BIG problem.

Quality Question:

What do you as a manager, leader, or organization do to move from resistance to improvement?

“It’s all about Quality”

 

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12 thoughts on “QQT (Quality Question Time)

  1. Explain the benefits that the person will gain not only professionally but also for the organization. Let them participate and feel comfortable in the whole process. Information and Communication, the key of succes.

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  2. I agree with Angelique regarding information and communication. People are better convinced to begin moving towards a clearly defined end point when you can show them ‘what’s in it for them’ and set clear milestones along the way.

    Never take the attitude of ‘do this or the plant will close and it will be your fault’. Crazy, but I’ve see it. Fear is a short-term motivator but a near-term killer of morale and momentum. The longer a change takes beyond the original timeline and scope, the more likely that there will be staff and responsibility turnovers. This dilutes people’s focus and starts the blame-game of ‘those idiots who started this whole mess’, which leads to churn and slows progress even further.

    Also be aware that somewhere between measurable progress and paralyzing fear of change, you may find pockets of malicious obedience, where people knowingly sabotage the ‘new thing’ by doing exactly what they’re told rather than giving the feedback needed to help the ‘new thing’ succeed. For instance, a new SOP gets written by a temp employee based on the user manual for a brand new piece of equipment. An experienced mechanic sets the equipment per the new SOP that he knows to be flawed because this is an older model machine. He runs it anyways but says afterward that it wasn’t his fault because he followed the SOP.

    Bottom line, help everyone understand ‘the WHY’, not just ‘the How’, and take input from all levels of the organization throughout the change process and implementation.

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  3. Resistance to change is an indication of problems with leadership. Having a title gives a person power but does not make one a leader. A leader has willing followers. Leaders are found everywhere. They are people others respect and follow.

    A true leader explains the vision, the mission and how the new goals will benefit the organization and its employees. A true leader solicits ideas from others in how best implement change. A so called leader who rules by exercising power, whose followers are in a forced march, will ultimately fail. Based on this concept, there should be very little likelihood of resistance to change.

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  4. I tried to teach workers that “new” is good. At the very beginning only chosen ideas have been implemented. These ideas were to show the way we go – we are to make our working environment easier and safer. What i did was that i solved workers problems. Some people needed new tools, i organized it. Some internal documents were incomprehensible, i changed them. All mentioned activities helped me to gain trust in CHANGE process.

    Have someone tried to act as i did?

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  5. Just a couple of thoughts……When the bow and arrow was first invented it was not automatically adopted by everyone. It was gradually adopted . Why ? Because there was a danger that people who had become skilled with spears might not be able to kill food for their families to eat with this new method. It took a few brave souls to try the new method plus a few demo’s (data) to prove it to the more resistant people. Then careful mentoring and coaching in the new method…plus practice

    We are all resistant to change. We are hard wired to it in order to survive…some more than others ……healthy scepticism is part of the human survival story. However if you can show that the bow and arrow is a more efficient method and indeed if the user can give you a few ideas for improvement ( so that they make it “their own” …not to mention better!) …it will (was) adopted.If you can help people overcome the user’s lack of confidence then they will become proficient.

    In the example above imagine the tribal leader . He is aware that his tribe is not as well fed as other tribes…yet he himself is a skilled spear user . He has invested many hours in his own skills . He is the best spear user in the tribe !! This bow will put him at the bottom of the pile again …or will it ? If he is seen to try this out in front of the group first , in front of them not being afraid to look like a beginner and then learns along with them he will be seen to lead the change . He will be seen to be a great change leader . In this case it is the bow inventor who must step aside and allow the chief to take the limelight……the inventor will become an important part of the chief’s inner circle.

    Just some thoughts about change…it has been around a long time.

    Liked by 1 person

  6. I fully agree with Jerry.

    I would like to add, that changing process in a company can be time consuming. Patience is a key feature of a good leader. Sometimes i had to wait a year, for a chance to make changes. Once i tried to convince workers to build and start using a product testing tool. They disagreed. After a year it happened that several elements was wrongly made because of lack of testing tool. After that my colleagues build it and it is being used till today.

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