Whenever an organization is engaged in implementing change, there is a component of group dynamics involved. This is not a new concept, though techniques for dealing with it have evolved. Recognition of this phenomena goes back at least as for as Napoleon, who divided infantrymen ( generals in particular ) into three general groups that would have to be addressed in alternative ways.
The 1st major group is made of the people that are ready to support a new concept right away. These are the modern equivalent to early adopters. These are the cutting edge or adventurous types in a group who view new concepts with an open mind. The second major group is made of the people who are immediately opposed to a new idea. These are considered to be the naysayers in a given group and are difficult to move off that position. The last and often biggest group is made of folks who are the middle grounders. In political parlance, these are members of the silent majority. They either lack an opinion or have taken a wait-and-see approach.
For those involved in implementing change, these 3 groups need totally different approaches. For the 1st group, the object is simply to guide them into specific action. In the best case scenario, at least a few early adopters will be influential in the organization. This is the best case as the object with the second group is to achieve prepared adoption or compliance and the best means of doing so is to get the early adopters to convert the middle grounders.
When it comes to the third group and implementing change, the object is still compliance. This compliance with the change isn’t achieved thru conversation or conversion, but most often thru sheer volume of acknowledgment by the middle grounders. No act of leadership or confrontation can bring this third group into prepared acceptance of the change. In point of fact, it will most probably lead to frustration and more showdown.
What Napoleon recognized in the natures of his generals still remains true for the natures of men and girls today. Successfully implementing change means approaching those basic natures in the most effective and least confrontational way possible.
For more information, please see our website: Change Implementation