Too much is done to people, too little by them. As a result, they feel disenfranchised and may even be provoked into sabotaging change.
The change isn’t explained properly and as a result the participants are uncertain about next steps and unwilling to make them.
Sometimes senior leaders are attracted by the big splash change makes. Decisions may feel sprung on to people without preparation or expectation management. Where this is the case it should come as no surprise that people are more likely to be dismayed than delighted.
PDF, 167KB, 2 pages