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How do I deal with someone who is set on disrupting a change project?
"I think almost every change initiative I have been involved in over the years has included at least one person who has had or tried to have a negative impact on the change. What I have learnt is that you have to spend time with them (or this could be a group) so that you can understand the root cause of their issue/s. Sometimes involving their peers who have already been through a change can really help.
This can be a long process however it will give you a valuable insight into their perceptions of the change which you can use to inform/modify your communications plan if needed.
Once you understand the root cause of the issue/s it is about working together to find a solution/compromise that works for both the individual/group and change project. When a solution/compromise cannot be found, it is about making sure they have enough information to make an informed decision as to whether they are a part of the change or if it is time for them to move on.
In the past 17 years I can only think of one occasion that having done all of the above I had to resort to following a HR Conduct and Performance policy to manage an individual and their behaviour when implementing a change project.
There are many change models out there, however I find the Knoster Model for Complex Change and Kubler Ross Change Curve useful when trying to understand people’s needs and their reaction to change."
31 Mar 2017