#7 … Top Posts from 2015 — 37 Barriers to Change

Barrier 4 - Love Wins

Photo Credit: Barrier 4 – Love Wins, by hji, Flickr

In a previous post I shared some observations on my top blogs posts from 2015. In the coming weeks I will be taking time both to share new content and to share some of the top viewed posts from the past year.

The #7 post from 2015 was …

37 Barriers to Change

Change is an unavoidable reality in organizational life. Like death and taxes, change is part of life whether we like it or not. As a normal part of life in organizations, leaders must understand well but common barriers to change and how to effectively negotiate these barriers.

Continuity & Change

One of the key thought leaders on managerial theory in the 20th century was Peter Drucker. Peter Drucker regularly emphasized the importance balancing continuity and change in thriving organizations.

Organizational leaders have the responsibility of guiding their organizations in such a way that communities both benefit from time-tested practice (continuity) as well as creativity and innovation (change).

Facing Barriers to Change

Because change is a reality leaders must engage, it is vital that leaders understand not only their goals in a change process, but also the forces that are working against change.

In this top post from 2015, I present 37 barriers to change that leaders regularly face. Take some time to familiarize yourself with these key barriers.

Here’s a link to the Purpose in Leadership #7 post from 2015:

37 Barriers to Change

Top 5 Blog Posts from 2014

2014 was my first year entering the blogging world on the writing end. This new year marks my 15th year teaching in higher education, and this blog has been a great place for me to share some of the core lessons learned over the years. Blogging is a helpful pathway for sharing insights in a brief and accessible format. I have enjoyed learning a bit about blogging this first year, sharing reflections on leadership, and connecting with a many new people through this format.

As I look back on my first year of blogging, here is a list of the Top 5 Blog Posts from 2014. Feel free to take a look at these posts that drew the most attention from Purpose in Leadership readers.

Top 5 Posts from 2014

  1. 37 Barriers to Change 

    Barrier 4 - Love Wins, by hji, Flickr

    Barrier 4 – Love Wins, by hji, Flickr

  2. 7 Levels of Leadership Communication

    Communication, by elycefeliz, Flickr

    Communication, by elycefeliz, Flickr

  3. Groups vs. Teams: What’s the Difference?

    Working Together Teamwork Puzzle Concept, Scott Maxwell, Flickr

    Working Together Teamwork Puzzle Concept, Scott Maxwell, Flickr

  4. Leader Resiliency … Face Reality, Find Meaning, Forge a New Path

    by Arya Aiai, Flickr

    by Arya Aiai, Flickr

  5. 6 Characteristics of Organizations with Vision

    mind_scratch, Ultima visión, Flickr

    mind_scratch, Ultima visión, Flickr

Thanks for taking an interest in the Purpose in Leadership blog, and I hope some of the blog posts in 2014 were helpful to you.

Blessings to you as we press into 2015 together!

– Justin A. Irving, Ph.D.

37 Barriers to Change

Barrier 4 - Love Wins, by hji, Flickr

Photo Credit: Barrier 4 – Love Wins, by hji, Flickr

Change is an unavoidable reality in organizational life. Like death and taxes, change is part of life whether we like it or not.

Continuity & Change

One of the key thought leaders on managerial theory in the 20th century was Peter Drucker. Peter Drucker regularly emphasized the importance balancing continuity and change in thriving organizations. Organizational leaders have the responsibility of guiding their organizations in such a way that communities both benefit from time-tested practice (continuity) as well as creativity and innovation (change).

Because change is a reality leaders must engage, it is vital that leaders understand not only their goals in a change process, but also the forces that are working against change.

Hindrances to Change

I’m teaching a graduate course on organizational leadership this semester. Yesterday, our lecture focused on barriers to change. From change theorists like Kurt Lewin on to others today, it is argued that change may only take place if the driving forces working toward change are greater than the restraining forces working to maintain the status quo.

In light of such perspective on change, leaders must be aware of the significant forces, barriers, and hindrances working against change.

I see hindrances or barriers to change grouping around four primary domains:

  1. Intrapersonal Dynamics: barriers that are related to individuals
  2. Interpersonal Dynamics: barriers that are related to the interpersonal relationships between individuals
  3. Team & Organizational Dynamics: barriers related to team and organizational systems and structures
  4. Socio-Cultural or Environmental Dynamics: barriers related to the larger context within which organizations are embedded

In order to better understand the restraining forces at work against change, I present these 37 barriers to change grouped around the four above noted domains.

Intrapersonal Dynamics

  • Fear of Failure (Personally)
  • Risk Adverse
  • Complacency
  • Fear of Increased Responsibilities
  • Unwillingness to Experience the Discomfort of Change
  • Threat to Personal Values & Perspectives
  • Comfort with what is Familiar (peace before progress)
  • Suspicion of New Ideas
  • Focus on Self-Interest
  • Concerns for Job-Security

Interpersonal Dynamics

  • Lack of Trust
  • Resenting Interference of Others
  • Threat to Status in Community
  • Feared Loss of Power
  • Feared Loss of Positive Personal Relationships
  • Insular Approach to New/External Ideas
  • Feeling Excluded & Left Out
  • Poor Communication

Team & Organizational Dynamics

  • Focus on Past Success and Innovation
  • Social and Structural Self-Preservation
  • Institutional Focus over Focus on Purpose
  • Collective Perspective that Change is Not Feasible
  • Collective Perspective that Change is Not Necessary
  • Rule of a Change-Adverse Minority
  • Lack of Leader Vision & Leader Direction
  • High Cost (economic and human resources)
  • Failures Treated as Problems in the Organization Culture
  • Misalignment of Resources
  • Lack of Sponsorship by Senior Leadership
  • Lack of Training on How to Approach Change
  • Organizational Culture that Is Adverse to Change

Socio-Cultural or Environmental Dynamics

  • Fear of Failure (Organizationally)
  • Economically Uncertain Environment
  • Fear of Unknown Environmental Realities
  • Concerns for Organizational Competition
  • Lack of Socio-Cultural Awareness
  • Not Considering the Needs/Wants/Aspirations of Environment or Society when Approaching Change

___________________________

Change is a reality in our world. Leaders who grow in their awareness of the barriers and restraining forces working against change will be better positioned to find solutions and carve out a positive change pathway for their community. In your organization, what barriers to change are most pronounced and how is your community working to find a productive pathway forward?