Change management

Individuals look to their leaders to get clues about how to behave. Leaders are especially important in times of changes, where usual habits and feedbacks are no longer usable. People resist organizational change because they are afraid of what they will loose but do not know yet what they will gain. They focus on their own interest and not the organizational one's. If we remember that loss aversion makes losses 7 times stronger than potential gains, we need a solid value proposition to gain endorsement inside the company. Employees may fear that they will not be able to adapt or get the support they need to be successful

Common barriers to change

 * Insufficient leadership/sponsorship: Lack of involvement from top management
 * Ineffective communication: the messages are not tailored to the audience. One fit all approach.
 * Too much focus on the what and not on the how: not explaining how to use/behave in the new system.
 * Not enough buy-in from users.
 * No processes to address cross functional decisions
 * Unprepared managers to address resistance (or may be resistant themself)
 * Rush to "instal" rather than "implement"

The five stages of grief and how to react
 * 1) Denial
 * 2) Anger
 * 3) Bargain
 * 4) Depression
 * 5) Acceptance