We all know, deep down, that change is inevitable, but for most of us that doesn’t make it any easier. Especially in an organisational setting, where we may have settled nicely into a routine that suits our pace of work, our lifestyle and emotional well-being.

If an organisation doesn’t evolve, however, it will eventually fall by the wayside, and this is where conflict can arise. Very often the change agents of the organisation and the employees themselves have different perspectives on the reality of the situation.

The change agent experiences resistance and reticence from the workforce, while the employees experience a process that is inconsiderate, and often forced without much explanation. As you can imagine and may have seen for yourself, the result of this conflict is a pretty negative workplace, full of tension, mistrust and misunderstanding.

The barriers to organisational change are real and felt deeply by those in the business, so the question remains – how do you make the process more effective, keep everyone happy and still implement the changes required?

Interdependent relationships

Although we all have different roles in the process of organisational change, we’re all part of the same system, creating an interdependent relationship whether we like it or not.

Change agents depend on employees complying without too much resistance, and employees depend on change agents to re-create the working landscape, and their future prospects therein.

Working together is in the best interest of both camps, despite their differing realities, needs and wants – and it’s how this conflict is resolved, that sets the scene for successful organisational change.

Overcoming barriers to organisational change

Reality

First of all, step back from the situation and try to see the reality of it, as opposed to your own desires, needs and wants.

Emotions

Acknowledge, and accept your emotions on the situation as a valid factor in the overall outcome. We are emotional beings, after all.

Impartiality
Put judgement aside, and examine your relationship with the other person or another side of the conflict.

Empathy
Talk to the other side, but mostly listen and try to grasp the reality from their point of view, and also their emotional perspective too.

Understanding

Working together, try and explore the differences between lived realities and desires, but also aim for common ground too.

Connection
Finally, find something that appeals to the opposite side’s story, and from that connection, you’ll create a way of working together.

Courage and strength

All of the above is easier said than done, of course, and it takes real strength of character to sideline your opinions for a while. However, by doing so, you’re creating the opportunity to acknowledge the interdependency, work through your differences, and come out the other side on common ground.

And that’s where personal, and business growth lies too if you want. As James Baldwin, the famous author and poet put so eloquently…

“Not everything that is faced can be changed,  but nothing can be changed until it is faced.”