{"id":54586,"date":"2021-11-17T05:20:41","date_gmt":"2021-11-17T09:20:41","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=54586"},"modified":"2021-11-22T10:09:44","modified_gmt":"2021-11-22T14:09:44","slug":"obstacles-to-change","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/obstacles-to-change\/","title":{"rendered":"John Kotter&#8217;s Step 5: Remove Obstacles to Change"},"content":{"rendered":"\n<p>What are the most common obstacles to <a href=\"https:\/\/www.shortform.com\/blog\/implementing-change-in-an-organization-2\/\">change in an organization<\/a>? How can you overcome those obstacles?<\/p>\n\n\n\n<p>Whenever you try to make big changes, especially in an organization, roadblocks are inevitable. The biggest roadblock is usually the <a href=\"https:\/\/www.shortform.com\/blog\/overcome-resistance-to-change\/\">resistance to change<\/a> among the junior and middle managers. <\/p>\n\n\n\n<p>Learn how to overcome these obstacles below.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Remove Roadblocks&nbsp;<\/strong><\/h2>\n\n\n\n<p>In <em>Leading Change, <\/em>Kotter writes that when you\u2019re spearheading an organizational change effort, <strong>you\u2019re inevitably going to face obstacles to change on your way to transforming your organization<\/strong>. As a leader, you\u2019ll need to navigate these carefully, because <a href=\"https:\/\/www.shortform.com\/blog\/recover-from-failure\/\">roadblocks to change<\/a> can be deeply disempowering and discouraging for those who are trying to guide the organization along a new path.<\/p>\n\n\n\n<p>He notes that barriers to reform often come from a few common sources:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Bosses and managers standing in the way<\/li><li>Lack of proper training<\/li><li>Poor organizational structure<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Overcome Resistance From Managers<\/strong><\/h3>\n\n\n\n<p>Kotter writes that <strong>junior and middle managers often feel that they will be the \u201closers\u201d in a reorganizing process. <\/strong>Complicating matters, these managers are often people who have been with the company for a long time and have advantages of seniority, institutional knowledge, popularity, and power that can make them effective at standing in the way of needed change.<\/p>\n\n\n\n<p>For example, a top-performing sales manager who sees herself <em>personally <\/em>benefiting from the existing way of doing things in her company may be highly resistant to changing it (even if that way of doing things is bad for the company <em>as a whole<\/em>). And because she brings in a lot of revenue, she\u2019s likely to have a lot of clout within the organization and to be effective at convincing or pressuring others to stand in the way of change.<\/p>\n\n\n\n<p>Kotter advises that for change leaders, there\u2019s only one option: Confront these holdouts early in the process. Tell them what\u2019s expected of them for the good of the organization. If they\u2019re unwilling to get on board and keep throwing up roadblocks, then they\u2019ll need to be replaced.<\/p>\n\n\n\n<p>(Shortform note: Other commentators note that there may be additional reasons, other than self-interest, that make people <a href=\"https:\/\/www.shortform.com\/blog\/why-do-people-resist-change\/\">resist change<\/a>, and that <a href=\"https:\/\/www.prosci.com\/resources\/articles\/tips-for-managing-resistance-to-change\">it\u2019s important to address these root causes<\/a>. Often, the resistance is rooted in a poor understanding of why the change needs to happen, cynicism based on past failed change efforts, or fear of job loss. Once change leaders have a better understanding of these root causes of resistance and dissatisfaction, they can draft a better communication and response strategy to mitigate them.)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Strengthen Your Team With Training<\/strong><\/h3>\n\n\n\n<p>Kotter writes that <strong>proper and regular training is essential for any <a href=\"https:\/\/www.shortform.com\/blog\/organizational-transformation\/\">organizational transformation<\/a> to succeed.<\/strong> When you haven\u2019t trained employees properly, you\u2019re going to suffer from a lack of skilled people on hand to actually implement the change.&nbsp;<\/p>\n\n\n\n<p>Moreover, if an organization has been doing the same thing for a long time, it\u2019s likely that it\u2019s learned and internalized some bad habits over the years. Those entrenched bad habits need to be unlearned and replaced with good habits\u2014and regular training is one of the best ways to do that.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: In <a href=\"https:\/\/www.shortform.com\/app\/book\/the-ultimate-sales-machine\/1-page-summary\"><em>The Ultimate Sales Machine<\/em><\/a>, Chet Holmes writes that training needs to be consistent, regular, interactive, and fun.<strong> <\/strong>Real skill-building comes when employees are engaged in the training and participating in shaping their experiences as they\u2019re learning. Role-playing exercises can be great for this, helping your team direct their own education while working through real-life scenarios.)<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What are the most common obstacles to change in an organization? How can you overcome those obstacles? Whenever you try to make big changes, especially in an organization, roadblocks are inevitable. The biggest roadblock is usually the resistance to change among the junior and middle managers. Learn how to overcome these obstacles below.<\/p>\n","protected":false},"author":8,"featured_media":54599,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[534],"class_list":["post-54586","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-leading-change","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>John Kotter&#039;s Step 5: Remove Obstacles to Change - Shortform Books<\/title>\n<meta name=\"description\" content=\"When you\u2019re spearheading an organizational change effort, there are going to be many obstacles in your way. 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