Organizations don’t change – individuals within the organization change, one individual at a time. This is a sometimes-overlooked concept that should be kept in mind when planning for the people side of change. There are a variety of thoughts on how to manage “resistance to change,” but not always a detailed plan to incorporate the right type of feedback loops to get the data needed to effectively manage change.  

Everyone has their own frame of reference and experience, so the same change impacts them differently. There are some common reasons individuals resist change, but a one-size-fits-all approach should not be used. Feedback loops need to be a key part of a program’s change strategy, especially when taking on a significant transformation with a variety of different stakeholder groups. 

In this eBook, we dive deeper how better manage change resistance with feedback loops by examining each of the below questions. 

1. What causes resistance to change? 
2. What are feedback loops, and how can they be used to mitigate issues for change? 
3. What are examples of feedback loops? 

Feedback is powerful in providing the data needed to successfully manage a change, but there needs to be an intentional plan to capture it and active participation in ensuring a response is communicated. By incorporating these feedback loop considerations into your Change Management Strategy and Plan, your organization will be better able to to clearly define how feedback will be collected and what the accountability for responding to it will be. For guidance in this space, our OCM experts can help.