Innovators of Change Comic: ‘Dragging your feet’ on organizational change?

Ok — at times, I’ve felt like the person on the right side of the comic. Not surprisingly, I tend to push for change. I’m intrigued by a challenge and the puzzle-solving that goes with it.

However, it’s important to consider the person on the left. Why is there so much resistance?

From a comic panel, it can be difficult to hear voice. There are no word bubbles to help. Is that true at the organization where you’re a CEO or top executive? Are you seeing but not hearing? What tools do you have in place to help you listen?

I can provide a general hint as to what you might hear from some of your employees as to why they are resisting change. For many people, predictability or some strong semblance of it is a must-have in their work. The idea of surprises or the unexpected can be much less appealing than being bored with the status quo.

So it seems that communication about change is vital to overcoming resistance. That is probably true, but there is a balancing act. Emotionally, knowing that change is coming can create stress for some people!

A multi-faceted solution becomes necessary, one that incorporates strategic listening, explanation and organizational communication around change, and cascaded leader involvement built from one-on-one relationships.

Without this integrated solution, or something similar, our chances of achieving alignment and effectiveness within an organization are at higher risk.

A couple other thoughts:

• What is behind that door? And is the person on the left trying to get to “The Past” or holding the door shut but also resisting change? Is the end goal something in-between? That is a lot of visible sweat.

• Alternative for the person on the right. Pretty clearly, the attempt is to pull the person on the left towards organizational change. BUT… the reaction is also consistent with a sharp pain from a meniscus injury. Organizational change doesn’t always come easy, i.e., “No pain, no gain.”

Feel free to use the image as a coloring or doodle page as you think about leading your organization and about organizational change.