Tips on how to handle resistance to change in small businesses -part 2

MANAGING CHANGE FOR
BUSINESS SUCCESS
How to Tips for Owners and
Directors of Small Businesses

Part 2

Veronica
Business Coach and Mentor
http://www.yoursmallbusinesscoach.co.uk
T: +44(0)207 096 0620

In This Presentation
Part 2

Actions to address change

Communicating change

In closing….
In Part 1, the following are covered
* Triggers for change in small businesses
* Areas of change
* Changing work design and procedures
Veronica
T: +44(0)207 096 0620

Introduction
Change is a normal occurrence in growing businesses,
whether it’s the people who work in the business, the
amount of turnover by the business or even whether the
business continues to operate from the premises used in
the early stages
This Tips Guide from Your Small Business Coach, of
Executive Solutions Training Ltd, is divided into two
parts. Part 1 has 12 short tips on how to deal with
various areas of change in your businesses. Part 2 has 18
tips to help in managing change.
Veronica
T: +44(0)207 096 0620

Changing work design and procedures

13)

Owners and managers of small business,
could also be afraid of moving too
quickly as they are afraid that they will
lose control of their business even if
they understand the need to change.

Veronica
T: +44(0)207 096 0620

14)

At all times involve and
agree support from
people within system.
(system = environment, processes, culture,
relationships, behaviours, etc., whether personal or
organisational).

Veronica
T: +44(0)207 096 0620

15)

Understand where your the business is at the
moment. Then reflect on where you want to be,
when, why.
Think about what measures you will need to put in
place to get the change you are seeking.

Veronica
T: +44(0)207 096 0620

16)

In planning ,ensure the actions to be taken are
appropriate, achievable and measurable;
Communicate,
involve, enable and
facilitate involvement
of people as early
and openly and as
fully as possible.

Veronica
T: +44(0)207 096 0620


17)

Don't let up



Foster and encourage determination and
persistence
Ongoing change
Encourage ongoing progress reporting
Highlight achieved and future milestones.





Veronica
T: +44(0)207 096 0620

18)

Implementing change is team work.
Again in the Belbin definition,
Team Workers are vital. These are people whose
personalities make them “supportive, sociable,
flexible, adaptable, perceptive, listener, calming
influence, mediator”. They are not seeking to take
the lead.
Veronica
T: +44(0)207 096 0620


19)

In many small businesses one
person or team could have
more than one role, which has
to be carefully managed so that
one aspect of the change does
not cause another to be lost in
the process.
Veronica
T: +44(0)207 096 0620

20)

Different personalities of individuals can
be a frequent source of friction.
However, this can largely be avoided by
understanding and valuing people's
differences.
Veronica
T: +44(0)207 096 0620


21)

Clarity is essential when communicating
change and the message must be ongoing

Veronica
T: +44(0)207 096 0620


22)

Change can be unsettling.
It needs to be understood and managed in a
way that will help people cope effectively
with it.

Veronica
T: +44(0)207 096 0620


23)

Directors or Managers in the business will
be seen as a logical choice to provide a
settling influence during the process of
implementing change.

Veronica
T: +44(0)207 096 0620

24)

Be sure that people affected by the change at
least understand, the need for change.
They should have a chance to decide how the
change will be managed, and to be involved in
the planning and implementation of the change.

Veronica
T: +44(0)207 096 0620

25)

Questions you can ask your staff to find out how
they feel about changes being made as you grow
your business:



How do you feel about changes made so far?
Do you welcome the change(s)?
How much control do you feel you have since the
changes were made?




Veronica
T: +44(0)207 096 0620

26)

Bad news needs even more careful management
than routine change.
Hiding behind memos and middle managers
will make matters worse.

Veronica
T: +44(0)207 096 0620

27)

Directors and Managers who do not consult
and involve their people in managing bad news
can be seen as being weak and lacking in
integrity.
Treat people with humanity and respect and
they will reciprocate!
Veronica
T: +44(0)207 096 0620


28)

In communicating change, information
should come from a credible and trusted
sources and one that is independent/
objective.

Veronica
T: +44(0)207 096 0620

29)

Pay attention to what is said by your critics and
sceptics when communicating potentially
controversial or other unwelcome changes.

Veronica
T: +44(0)207 096 0620


30)

Be upfront and respectful.
This can reduce personal distress and enable
people to move forward. Focus on the
outcome you want to achieve when preparing
message (s) to communicate change.
Veronica
T: +44(0)207 096 0620

In closing….
As the owner or director of a small business, you
need to show everyone working in your business and
your clients as well that you understand the direction
and intent of the change.
Be prepared to use the learning to refine original
plans for change.

Veronica
T: +44(0)207 096 0620

Handling Resistance to Change
Request your free pdf copy with Managing Change to
Business Success: Email: bizcoachuk@gmail.com

Veronica
T: +44(0)207 096 0620

Tips on how to handle resistance to change in small businesses -part 2

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