3. When the vision for change isn’t abundantly clear. This doesn’t mean people will always agree with the change even if it is clear. Some people never agree with change. Any change. But when there doesn’t appear to be a compelling reason for the change, opposition is more likely to occur. Good leaders help people understand the “why” behind the change as much as possible. It would be better to overcommunicate than undercommunicate.
4. When there isn’t an obvious or capable person to cast the vision and lead the change. People follow leaders they trust. It is vital when implementing change that a leader be in place who can carry the charge for the change. In cases where there is not a clear person to own the vision of change, I usually back away from the change until the leader is in place.
5. When the risk seems bigger than the return. By definition, faith moves us into the unknown. When we can’t discern the return on the risk, we are more likely to object. While this needs to be understood, it should also be understood that anything of value requires risk. Obedience to God requires faith. Every time. So the greatest things we can achieve in life will almost always appear to have bigger risk than the return we can see in the beginning. Good leaders challenge people beyond their level of comfort. Leadership is the tension between the comfort of where we are and the potential of where we could be.
Again, none of these are reasons not to change, but understanding these can help us better navigate through change.
What other reasons have you noticed that make change especially difficult?
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