As a manager, you will have to face and handle many changes. To some people, change is the answer to everything. However, most people find change unsettling, due to the risk and upheaval involved. Because of this, they are happier to change when there is a compelling reason to do so.
In most situations, there are good reasons for and powerful reasons against making a change. The psychologist, Kurt Lewin, identified these as the drivers and resistors for change. As a manager, understanding what will support the changes that you must make, and what will hold you back, is vital. Understanding both these drivers and resistors will help you to make more informed and effective decisions and strategies for progress.
Change
When the numbers of drivers and resistors are equal, nothing happens. Change will only occur when the drivers are stronger than the resistors. It is like a tug of war, where both teams remain balanced until one team makes an extra effort.
Think about your own situation. As a new manager, or someone who is hoping to be promoted, you are probably supported by the encouragement of your boss and family, your own ambition and abilities, and your belief that you will succeed. But you may also be held back by
- a lack of confidence
- your inexperience
- a fear of failure
- too many demands
Identifying the Drivers and Resistors
Identifying the drivers that will move you forward, and the resistors that may hold you back, will enable you to develop strategies to overcome the problems and make use of the advantages. Of course, all of the factors driving a change forward will not be equally important. Some will be more significant than others, and the same is true for resistors.
You can assign weightings to each driver and resistor by giving each a score out of ten. Assign ten to those factors that are most significant, and one to those factors that are least important. There are no scientific criteria to establish the relative strength of each driver or resistor. Instead, it will depend upon the situation.
Weighting each driver and resistor will make it possible for you to identify four important issues:
- Main Problems – The strong resistors will have to be overcome if change is going to be possible. Once you know what these resistors are, you can plan how to deal with them. This may include organizing more finance, or talking to those people who are most opposed to the change.
- Main Advantages – The strongest drivers can help you to implement the change. In some cases, you will also be able to build on these drivers.
- Relatively Minor Resistors – Some resistors may initially seem significant, but when you look more closely, you may find that they can be overcome quite easily.
- Relatively Minor Drivers – Similarly, some drivers may seem crucially important, but on closer examination may not be so significant after all.
In identifying drivers, you may find that the resistors are just the other side of the coin. Remember that when deciding whether to make a change, the important thing is balance. If the drivers outweigh the resistors, then change is preferred; but if resistors exceed or are equal to drivers, then retaining the status quo is best.
Your successful move into management will be only the first of many changes. To deal with these, acquire the habit of looking for the drivers and resistors in every potential change situation, and evaluating the strength of each.
You can then make informed decisions about what actions to take, and also realize when it's best not to make a change. Either way, you will be able to deal with change in a calm and effective way�and that is a sign of a good manager.