REAL ISSUES: OD INERTIA — HOW CAN WE OVERCOME IT?

REAL ISSUES: OD INERTIA — HOW CAN WE OVERCOME IT?

By Jean Lee & Sarah Cheng-De Winne

General Manager (OD) / Team Lead, Branding & Marketing

jeanlee@pace-od.com / sarah@pace-od.com

We’ve all experienced it — that niggling feeling that something needs to change in the situation we’re in, but not having the motivation to take action that very moment. In our personal lives, such procrastination usually has little consequence. However, can you imagine 10 senior leaders, all sensing or reading the signs and realising that something must change in their organisation… but now knowing exactly what, and how to go about it… and ultimately not doing anything to discover the root of their unease? In this edition of Real Issues, we discuss 3 types of “OD inertia” and quick strategies to overcome them. 

 

OD INERTIA 1:

When facing a new organisational changes, the leaders themselves are inexperienced in leading and managing change, causing them to prefer staying in status quo.

OD SOLUTIONS:

  • 1-to-1 sessions with the intended change agents to understand their perceived business challenges, perceived people challenges, intended engagement approach, and desired outcomes 
  • Facilitated session with whole senior leadership team to align and establish how they want to move forward collectively
  • 1-to-1 sessions with the intended change agents to understand their perceived business challenges, perceived people challenges, intended engagement approach, and desired outcomes
  • Follow-up executive coaching sessions (1-to-1 or group) for senior leaders to support their efforts in leading change in the organisation
  • Capability development sessions for next level leaders to educate and equip them in managing change

Contact us to understand how you can help overcome OD inertia in your organisation.

OD INERTIA 2:

Intellectually, change recipients understand the change, but they still get emotional about the change. For the intended change agent, managing these emotions causes a barrier for the change to happen.

OD SOLUTIONS:

  • Change agents need to be equipped with influencing and persuasion skills, leadership credibility and other related competencies that will help them to lead and manage change and the emotions that are a natural by-product. 
  • Change Agents must help the change recipients manage the transition of change, and be equipped to understand the emotional change curve

 

OD INERTIA 3:

In every change initiative, there’s a skeptic that isn't convinced that the planned change is beneficial or going to work out. Sometimes, these change recipients are already at the top of their game, have achieved their intended results and done well in the past. They are thus unwilling to make additional efforts to move from status quo.

OD SOLUTION: 

The change agent must intentionally engage the skeptical change recipient through the Head, Heart and Hand model: 

  • Head — Helping the skeptic to understand cognitively what the change is for, and why it is important and relevant for survival and sustainability 
  • Heart — Helping the skeptic to surface and manage any emotional concerns that is causing them to resist change
  • Hand — Helping the skeptic to adapt to the change by role-modelling their own receptiveness and management of the change

 

Are you facing another type of OD inertia? Share them with us at connect@pace-od.com and we’ll be happy to help. 

 

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