Curve of Change
The Rogers adoption curve model visualizes how quickly products, technology, and ideas are adopted. Although the model is still old, developed in the 1950s, it remains true today. The adoption curve itself, designed by Everett Rogers, breaks down the adoption of new ideas into several different categories.
Innovators, early adopters, early majority, late majority, and laggards. The earlier the population adapts to change, the more beneficial it can be. To that end, breaking down why people support and resist change is essential. Whether or not change is imposed or by choice, the most common reason for supporting change is a personal understanding of the benefits of the change itself. Other possible reasons individuals may support change include:
- Trusting and respecting the people leading
- Believing the change is appropriate or necessary
- Seeing new and unique opportunities
- Enjoyment learning new skills and meeting new people
- Were involved in planning the change itself
- Believe they will personally benefit from the change
Whether or not you or other individuals agree with their reasons for supporting the change is mainly out of your control, but support for positive change is a step towards removing roadblocks. On the other hand, many reasons change is resisted, primarily imposed change. Behavioral characteristics, among other things, greatly influence our inclination towards change, but even more so when the choice is forced. With behavioral traits in mind, be wary of those exhibiting these various traits or characteristics which lead to negative responses towards change:
- Need for ordering structure
- “Either-or†thinker
- Territorial of “lone-wolf†type
- Pessimistic or cynical
- Defensive when challenged
- Believe in minimizing change
- Lack of behavioral flexibility
Taking those behavioral traits and characteristics into consideration, some of the many reasons people may resist the change include a lack of trust in people mandating or implementing the change, belief that change is unnecessary, and disagreeing with the goal of the change. Other factors such as disliking the implementation plan, disbelieving the program will work, lack of involvement in the decisions and planning, fear of losing the job, being overwhelmed, or feeling under skilled are potential reasons people may resist change.
The positive takeaway from knowing these factors that influence the acceptance or resistance to change is that these can be addressed by encouraging discussions of the change, listening to people’s thoughts, and providing the necessary resources and training.
References
Advanced Controller and CFO Skills: Leadership Styles; Change Management. e-book, Durham, NC, Association of International Certified Public Accountants, 2021.
