Consulting Case Study

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Overcoming Resistance

According to Brown (2011) organizational culture is created over time and based upon shared values. As a result, cultural transformation takes time. In order to overcome the resistance to change that over occurs, the OD consultant needs to be able to speak to and address the reasons the change needs to happen. Without motivating or any driving forces, people are reluctant to change within an organization. According to Horowitz (2013) a client’s likelihood of acceptance of change is increased by their perception of their need to change, the ability to change, and their readiness to change. Additionally, organizations can overcome resistance to change with communication. According to Mariana, Daniela, & Nadina (2013), the intensity of the employees’ resistance to change is directly related to how they feel about the organization, its policies, job security, and other factors. It is the job of the OD consultant to help the organization communicate the ways in which these and other factors are influenced by the pending changes to ease employees’ fears and their resistance.

Strategy for the Smiths

As an OD consultant, I would expect the normal resistance to change and the cycle that comes with it (Brown, 2011). Additionally, I would try to ease this resistance by helping them create a vision for the future of their brand. By showing them how much they’ve grown and changed since they started their business, I would point out that change is inevitable for growth. I would then listen to their concerns and approach their resistance from a modern perspective by helping remove any obstacles that seem to be keeping them back from making the changes needed to sustain their brand (Bareil, 2013).

References

Brown, D. R. (2011). An experiential approach to organization development (8th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.

Bareil, C. (2013). Two paradigms about resistance to change. Organization Development Journal, 31(3), 59–71.

Horwitz, E. J., & Klontz, B. T. (2013). Understanding and dealing with client resistance to change (cover story). Journal of Financial Planning, 26(11), 27–31.

Mariana, P., Daniela, B., & Nadina, R. (2013). Forces that enhance or reduce employee resistance to change. Annals of the University of Oradea, Economic Science Series, 22(1), 1606–1612.