Facilitating Facilitating Managerial ChangeManagerial ChangeMann, David W. “Mann, David W. “Why supervisors resist change and Why supervisors resist change and what you can do about itwhat you can do about it.” .” The Journal for The Journal for Quality Quality and Participationand Participation. May/June 2000.. May/June 2000.

Chris Huth and Adam CalamarChris Huth and Adam Calamar

Manager and EmployeeManager and Employee

Mr. Weed Peter Griffin

Why Resist Change?Why Resist Change?

Change can make a supervisor look badChange can make a supervisor look bad

Managers are supposed to have all the Managers are supposed to have all the answers!answers!

Assumptions about Assumptions about ManagementManagement

They know everything that’s happeningThey know everything that’s happening

If they don’t tell us what’s happening, it’s If they don’t tell us what’s happening, it’s because they are:because they are: Hoarding informationHoarding information Shading the truthShading the truth Not being co-operativeNot being co-operative

These assumptions only These assumptions only make things worse!make things worse!

Situation damages trust, morale, Situation damages trust, morale, supervisor credibilitysupervisor credibility

Supervisor learns to not say anything Supervisor learns to not say anything about a change about a change until they know until they know everythingeverything

Usually, this is after the change has Usually, this is after the change has already happenedalready happened

The ‘Gotcha’ GameThe ‘Gotcha’ Game 1)1) Management won’t talk about changes Management won’t talk about changes 2)2) Employees go above/around Employees go above/around

management to probe for information management to probe for information 3)3) Any inconsistencies are used against Any inconsistencies are used against

the managerthe manager 4)4) Manager learns to withhold information Manager learns to withhold information

even moreeven more

Solving the problemSolving the problem Supervisors must Supervisors must lead peoplelead people through a through a

changechange Supervisors must be prepared for change Supervisors must be prepared for change

by their supervisors, and so on upby their supervisors, and so on up

Being a good leaderBeing a good leader 1)1) Get your own questions settled Get your own questions settled 2)2) Be comfortable answering questions, Be comfortable answering questions,

even without complete answers - even without complete answers - practicepractice 3)3) Develop your own picture of the Develop your own picture of the

changed future - changed future - know know whywhy the change is the change is happeninghappening

Leader preparationLeader preparation Preparing a leader for a major change is Preparing a leader for a major change is

a a lengthy processlengthy process Often seen as a drain of cost and time Often seen as a drain of cost and time

that should be minimized so…that should be minimized so… Results of a change program are often Results of a change program are often

disappointingdisappointing

Answering questionsAnswering questions ““Let me tell you what I Let me tell you what I dodo know” know” ““We’re in step 3 of an We’re in step 3 of an n-n-step long step long

process”process” ““Complete answers may not be available Complete answers may not be available

until we’re further along in the process”until we’re further along in the process”

Shatter the myth of Shatter the myth of omniscienceomniscience

Removes burden from managersRemoves burden from managers Creates feelings of Creates feelings of equality and trustequality and trust

between manager and employeesbetween manager and employees

Questions?Questions?