To be effective, leaders have to overcome resistance to change in order to achieve organisational
growth and development. Implementing organisational changes successfully at financial
institutions in Saudi Arabia requires certain leadership skills to institutionalise the change efforts
and to reduce resistance. When change initiatives were introduced into the workplace with little
positive impact on work performance and operating efficiencies, it results in wasted time and
money. Organisations are still suffering from resistance to organisational changes, which
demonstrate the need for leaders to continue to develop their skills to deal with resistance in
implementing changes in the workplace (Atkinson, 2005). Changes in large institutions are often
difficult when leaders are not able to manage changes well. However, the need to make changes
will not go away. Organisations need to develop an approach to overcome resistance and drive
changes in an effective way. Generating leadership skills to encounter resistance and implement
change efforts successfully will contribute to a better performance, increasing motivation to its
employees, and satisfaction from their clients (Atkinson, 2005). Research indicates that there is a
major challenge in driving organisational changes, which is dealing with resistance that change
agents encounter. It is extraordinary for any organisational change to not face any resistance.
Recognising and welcoming resistance as a healthy response and an opportunity to listen to
different perspectives is what allows leaders to successfully navigate the change process
(Atkinson, 2005). Leadership skills are very essential to overcome resistance to organisational
changes. Wise leaders can achieve the organisational changes by applying leadership qualities
today in the workplace to decrease resistance to organisational changes.
(Source: UNIVERSITY OF LA VERNE, California, Leadership Skills to Overcoming
Resistance to Organizational Change )
b. Discuss the leadership approach that is suitable to overcome resistance to organisational
changes?
The leadership approach that is suitable to overcome resistance to organizational changes is a transformational leadership approach. This type of leadership focuses on inspiring and motivating employees to embrace change and achieve common goals.
Transformational leaders possess several key qualities that make them effective in managing resistance to change. These include:
1. Visionary: Transformational leaders have a clear vision of the desired future state of the organization. They effectively communicate this vision to employees, helping them understand the need for change and how it aligns with the organization's goals.
2. Inspirational: Transformational leaders inspire and motivate employees by fostering a sense of purpose and meaning in their work. They create a positive and supportive work environment, encouraging employees to embrace change and overcome resistance.
3. Communication: Effective communication is crucial in managing resistance to change. Transformational leaders are skilled communicators, actively listening to employee concerns and addressing them transparently. They explain the rationale behind the change and the benefits it will bring to individuals and the organization as a whole.
4. Empowerment: Transformational leaders empower employees by involving them in the change process. They encourage employee participation and contribution, giving them a sense of ownership and influence over the changes being implemented.
5. Supportive: Resistance to change often stems from fear of the unknown or uncertainty. Transformational leaders provide support and reassurance to employees, helping them navigate through the change process and addressing any concerns or challenges along the way.
6. Continuous Learning: Transformational leaders recognize that change is an ongoing process. They foster a culture of continuous learning and improvement, encouraging employees to embrace new ideas and adapt to changing circumstances.
By implementing a transformational leadership approach, leaders can effectively overcome resistance to organizational changes. This approach creates a positive and supportive environment that fosters employee buy-in, motivation, and commitment to the change process.
To overcome resistance to organizational changes, leaders can adopt a transformational leadership approach. Transformational leadership focuses on inspiring and motivating employees to embrace change by appealing to their values, emotions, and sense of purpose. Here are the main characteristics of a leadership approach suitable for overcoming resistance to organizational changes:
1. Visionary Communication: Leaders need to clearly communicate the vision for the change, explaining why it is necessary and how it will benefit the organization and its employees. By articulating a compelling vision, leaders can inspire and engage employees, reducing resistance.
2. Empathy and Active Listening: Effective leaders listen actively to their employees' concerns and perspectives. By demonstrating empathy and understanding, leaders can address individual and collective resistance and find solutions that accommodate employees' needs.
3. Collaboration and Involvement: Involving employees in the change process can decrease resistance. Leaders should encourage participation, seek input, and involve employees in decision-making. This approach empowers employees, fosters ownership of the change, and reduces resistance.
4. Support and Coaching: Leaders should provide support and coaching to employees during the change process. This involves offering guidance, reassurance, and resources to help employees navigate the challenges that come with change. By providing support, leaders can enhance employee confidence and reduce resistance.
5. Role Modeling: Leaders need to practice what they preach and serve as role models for the desired behavior and attitude towards change. By embodying the change themselves, leaders can inspire and influence their followers to embrace it, thereby reducing resistance.
6. Continuous Communication: Leaders should continuously communicate with employees throughout the change process. This helps ensure clarity, addresses concerns and questions, and reinforces the vision and purpose behind the change. Open and transparent communication builds trust and reduces resistance.
7. Recognize and Reward: Leaders should recognize and reward employees who embrace the change and overcome resistance. This recognition can be both formal (e.g., promotions, bonuses) and informal (e.g., public praise, acknowledgment). Rewarding positive behavior encourages others to follow suit and reduces resistance.
By adopting a transformational leadership approach that encompasses these qualities, leaders can effectively overcome resistance to organizational changes, creating an environment that supports growth and development.
To overcome resistance to organizational changes, leaders need to adopt an effective leadership approach. One such approach is the transformational leadership approach. This approach focuses on inspiring and motivating employees to embrace change and work towards organizational growth and development.
Here is a step-by-step explanation of how to use the transformational leadership approach to overcome resistance to organizational changes:
1. Create a compelling vision: Leaders need to clearly communicate the purpose and benefits of the proposed changes. By articulating a compelling vision, leaders can inspire employees and help them understand the need for change.
2. Lead by example: Leaders should model the desired behaviors and values associated with the changes. By demonstrating their commitment to the changes through their own actions, leaders can inspire confidence and encourage employees to follow suit.
3. Encourage employee involvement: Leaders should involve employees in the change process by seeking their input and ideas. By including employees in decision-making and soliciting their feedback, leaders can demonstrate respect for their expertise and foster a sense of ownership and commitment to the changes.
4. Provide support and resources: Leaders should ensure that employees have the necessary resources, training, and support to adapt to the changes. By addressing any concerns or challenges that arise during the change process, leaders can help employees navigate through the transition effectively.
5. Communicate effectively: Leaders need to provide regular and transparent communication about the changes. By keeping employees informed and addressing their concerns and questions, leaders can minimize uncertainty and resistance.
6. Empower and develop employees: Leaders should empower employees by delegating decision-making authority and providing opportunities for growth and development. By trusting employees to contribute and excel in the changing organizational context, leaders can foster a sense of empowerment and motivation.
7. Recognize and reward progress: Leaders should acknowledge and celebrate employee achievements related to the changes. By recognizing and rewarding progress, leaders can reinforce positive behaviors and motivate employees to continue embracing the changes.
By adopting the transformational leadership approach, leaders can effectively overcome resistance to organizational changes. This approach emphasizes inspiring and motivating employees, involving them in the change process, providing support and resources, effective communication, employee empowerment, and recognition of progress.