We don't all react the same way when a change needs to be implemented.
It is good to take into account the different reactions within the same team to ensure that you get everyone's "buy in".
Here are the 5 types of reactions in change management.
Innovators
These are the people who decide, initiate and begin the changes. This represents 2.5% of the general population.
Once these people introduce the change, it's the early adopters who take over.
Early Adopters
These are the people who, listening to the innovators, nod their heads, are ready to get on board. They like to be in action, to make things happen. They are zealous because the change is linked to their values, objectives and priorities. This represents 13.5% of the general population.
Early Majority
These are people who often (but not always) are S styles ( DiSC Model ). If the “how” is well prepared, they will get on board.
They need a little more time to get an idea of the project and how.
This represents approximately 35% of the general population.
Good to know: It is important to note that these first 3 types of people represent only 50% of the population.
The other half is therefore among the late majority and the laggards.
Late Majority
At almost 35% of the population, this majority can seem like a group of wise guys. These are people who have seen, heard, experienced new ideas, new projects, new operations. They have often seen their leader lose interest in a new project quickly.
These people say to themselves “I’m going to wait, I’m going to see how serious my leader is about this before I get on board.”
Embarking on change has less to do with believing in it or not. It is more related to the energy required to implement this change in relation to the expected results.
Good to know: When we don't understand this, we have the impression that these people are resistant to change. In fact, they simply want to be reassured that the change they are being asked to implement will be a lasting change and that it is worth putting their energy into it.
The Latecomers
These people are the last to adopt an innovation. They tend to cling to traditions.
Often, they may fear not having the skills to implement this change. They may also not believe in it or see any intrinsic motivation in it.
This represents 16% of the population
Extract from the free training (June 6, 2024) - In french only
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Change management, a leader's job : Avoiding resistance to create commitment and focus on lasting change
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