For most people in the working world, implementing change within an organization or company can be a difficult process that is met with resistance from employees and leadership from the early stages. This level of resistance should be perceived as a normal human reaction to change and should not be viewed as a roadblock to moving forward with change implementation. Instead, this resistance can be alleviated over time by redefining the scope of change into a tool that addresses threats and opportunities for the company as it relates to the proposed change.
Threats: What Happens if Nothing Is Done?
When analyzing threats associated with a proposed change initiative, it is important to not focus on "what could happen" if a new policy or process is implemented into the company. Instead, it would be more helpful to ask "what could happen if nothing is done?" For example, Company XYZ is attempting to implement a casual dress code policy among its employees. If nothing is done and change is not thought out, a potential threat may be that some employees quit Company XYZ and move on to a competitor that offers casual dress.
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