Imagine starting a role in a new organization and demanding things to be done in ways you know right or feels (thinks) right about.
Expect two outcomes – acceptance or resistance. In many circumstances, majority of people will resist your change plan.
You have yourself to blame – you failed to know when to demand change.
Regardless of the benefits of change, remember people behave in certain ways (and have become accustomed) for reasons.
The diagnosis of such reasons to inform the development of change plans which offer superior bundle of benefits (for the organization and the employees) is always the starting point.
Change brings about progress but begin by asking ‘why’ and you will be able to influence ‘what’ people should do to bring about the change intended.
Don’t just demand change. Understand why people behave the way they do, so you can avoid resistance and win support for change.