Contact information

The InNations group, with a full range of dedicated agencies and expert partners, functions as a hub for continuous development, whether institutional, economic or personal.

Informations de contact

Le groupe InNations, ses départements dédiés et son réseau d’agences spécialisées, opère comme un hub pour le développement des Nations par l’Innovation auprès des Institutions, du secteur Privé et des Particuliers.

Rue des bains 35

1205 Geneva | Switzerland



Change is a necessity in a digital world

Perhaps the outstanding challenge facing organizations today is the fact that technology is moving faster than people’s capacity to learn and keep up and adapt, requiring robust change management mechanisms to be put in place from the onset. Resistance is considered a factor in an organization’s failure to effect change. 

Considering the rapid nature of technological developments, the changes are typically met with resistance by people, which needs to be managed meticulously to achieve desired goals.

What is change resistance?

Resistance is the physiological and psychological response to change that manifest in specific behaviours. It’s a state of mind reflecting an unwillingness to change how people think and behave. On the other ahnd, change is defined as doing something new or differently. Change resistance is the reluctance to adapt to change when presented. People, particularly employees, can openly or discretely express readiness or reluctance to adapt to organizational changes.

Common causes of change resistance

In an article, Ken Hultman enumerates the common causes of change resistance:

  • A belief that the change process is being handled improperly
  • A belief that there is not any need for change
  • A belief by the employees that change will make it harder to meet their needs
  • A belief that the risks outweigh the benefits
  • Inability to make the change
  • A belief that change will fail
  • Change is inconsistent with the values of the employees
  • Lack of trust in those responsible for the change

Overcoming resistance

The author, on the other hand, proposes measures to overcome change resistance as follows:

  • Defining the change
  • Determining the causes of resistance
  • Developing a strategy to deal with change resistance
  • Implementing the strategy
  • Evaluating the results of the strategy

Change needs to be embraced

Despite resistance to change, it is necessary, particularly in our contemporary world where States and enterprises are increasingly embracing digitization and moving away from conventional paperwork and transactions. Therefore, managing change resistance is a skill by itself.