"They've stopped listening! 7 ways to avoid this during a (People/Process) Change
Anderson & Anderson, 2001 cautioned all organizational leaders to be careful that any change attempted within the context of a imbalanced, overstretched workforce with unresolved and ambiguous operational and people issues will most likely result in consequences that are threefold. These are:
Deterioration of Morale
Short term, (short lived) and superficial initiatives
People stop listening
So how do we avoid the pitfalls of a change initiative that results in people stop listening? Here are seven (7) suggestions:
Prepare and use an Impact Analysis
Manage the change as if the organization is the railway system
Manage the change process with the desired culture and leadership styles required for the new state or after the change is implemented
Draw on the strengths of the old way (culture) and celebrate it
Announce every time something in the change plan is achieved or implemented
Communicate to everyone the importance of their role and individual accountability
Act decisively regarding attitude or approach that are hindrances