*PLEASE USE THE ARTICLE ATTACHED*
In Week 5, you examined the myriad reasons employees resist change, which can include fear of the unknown, perceived lack of control or support, and poor communication on behalf of leaders about why the change is necessary. In this Discussion, you will explore a related topic: lack of employee buy-in for change. Employee resistance to change often leads to lack of buy-in for the change, particularly if employees strongly believe in the status quo or fail to see the benefits of the change to themselves and others. Lack of buy-in to the change may ultimately stall or sabotage the change if employees decide not to take action to support and implement it. Therefore, addressing a lack of buy-in to change goes beyond calming employee fears to actively “selling” the change. One of the best ways to “sell” a change is to create a compelling vision.
In this Discussion, you will explore the importance of gaining employee buy-in and creating a compelling vision to successfully manage organizational change.
By Day 3
Post a response to the following:
Explain the role of leadership in the change management process. Then, briefly describe an organizational change you experienced in your current or former workplace that was unsuccessful due to a lack of employee buy-in. Describe the employee attitudes and/or behaviors that led you to believe that they did not buy in to the change. Finally, create a 3- to 4-sentence vision statement that you think could have motivated employees to buy into the organizational change.