Are your managers able to become Change Agent ?

Managers are important allies in times of change. They have the proximity to and relationships with employees that are critical for building support and navigating resistance in times of change.

But many managers are not being provided the skills and tools they need to become change agent. As a matter of fact being a great manager and being a great change leader are two different things. Managers must first be on board with a change before they can lead their direct reports through the change.

Here are some tips to develop your manager as Change Agent:

1. Get them on board - managers have to go through their own change process before supporting their direct reports.
2. Explain them clearly what you expect from them.
3. Build competencies - "leading change" is a competency that can be developed
4. Provide tools - including change methodology, impact assessment template, roles description..
5. Provide support - help managers succeed at leading change

Image : Flickr Time for change, David Reece

Change resistance? Understand why …

Resistance is an inevitable response to any major change. Individuals naturally rush to defend the status quo if they feel their security or statuses are threatened.

Here are the major reasons why managers and employees resist change…

The top-reasons for managers’ resistance
- Lost of power
- Overload
- Lack awareness of need
- Unprepared to operate in the future state
- Fear of uncertainty

The top-reasons for employees’ resistance
- Lack awareness of need
- Fear of job loss
- Lack of the required skills or knowledge
- Comfort with Status quo
- Must do more with less

So, before any change action, think about why your people would resist to change.. and prepare your action plan!

Sources: Thanks to Isabelle & Guillaume

Image: Flickr, alshepmcr