Think of an organizational change that you have experienced. (merger, buyout, new management, etc.)
1) Was there resistance to the change by you and/or others?
2) What could have been done to prevent or diminish resistance?
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As a teacher, I have seen many principals come and go. The truth is that most principals do not last long. In most cases, there was optimism that the new boss was going to be better than the old boss. People tried to work with the person at first. There were always some hold-outs, people who refused change in any form. However, there were some cases where the new boss was a disaster, making sweeping changes that many people were not ready for. Too much change too fast without any input from staff will often cause resentment to new leadership.
This depends. Sometimes there is resistance to change when, for example, a new principal takes over in a school. When I've had new principals (and new bosses before I was a teacher) things generally went pretty well. I think it was because the new bosses didn't come in and try to make huge changes right away.
I have experienced only new management, and there was certainly resistance. What could have been done to prevent it? Probably better communication of what the new management's goals and procedures were going to be, and a bit less of the "new sheriff in town" approach. Management needs to be sensitive to the fact that leadership changes, whatever the firm or institution, lead to anxieties, and that many of these concerns could be assuaged through communication. I think most people can accept change, it's uncertainty that bothers them.
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