Addressing the Unseen Resistance in Organisational Transformation

In the landscape of organisational transformation, a significant yet often overlooked challenge is the resistance stemming from a segment of the workforce that feels unrecognised, undervalued and underdeveloped. This is particularly evident among certain demographics, such as white, heterosexual, cisgender males in their 50s in the UK. The resistance they exhibit is not just a refusal to change but a manifestation of a deeper, more nuanced struggle. "What about me?". This is not a 'poor men' message, male privilege is real and has been a constant, the spoken and unspoken benefits of being a man allow for cronyism and nepotism which strays far away from the meritocracy we are all sold.

If you are a man and you don't believe this is a thing, spend the next 30 days observing the decisions you make in meetings, venues, rooms and gatherings where Black people, South Asian people, women, disabled people, LGBTQ people and working-class people present.

The Plight of the Unheard

Imagine being part of this demographic. You've witnessed the introduction of various programs and developments aimed at inclusivity and diversity, yet you feel as if your own need for growth and development has been overlooked since the late 90s. Society has ingrained in you that your worth is tied to your ability to provide, protect, and maintain a stoic demeanour. But the world is changing, and the values you were taught to uphold are now being questioned, leaving you in a state of uncertainty and invisibility.

The Disconnect

This is the point where disconnection occurs. If these men don't have access to tools for personal development, or if these tools do not resonate with their experiences, they cling to the old paradigm of masculinity. It provides them with a semblance of value and identity in a rapidly changing world. After decades in the fields of coaching, development, and therapy, it’s clear that change cannot be imposed by merely highlighting privileges or perceived flaws. Instead, we need to address men's self-interest, guiding them through their development journey in a way that feels relevant and meaningful to them.

The Need for a Path to Redemption

Equally important is the provision of a path to redemption. When errors are made, authentic apologies need to be recognised and accepted, followed by realistic and peer-supported paths to redemption. This approach fosters an environment where change is not just demanded but facilitated in a compassionate and understanding manner.

Understanding and Overcoming Resistance

Resistance in the context of organisational transformation often stems from fear – fear of the unknown, fear of redundancy, or fear of losing one’s place in the changing landscape. When employees, particularly those who feel marginalised within the narrative of change, cannot visualise their role in the future of the organisation, their engagement and motivation plummet. This resistance is a crucial barrier that needs to be addressed for any meaningful transformation.

Moving Forward

The way forward involves creating inclusive development programs that recognise the unique challenges and needs of all demographics within an organisation, including those who may feel sidelined in the current discourse on diversity and inclusivity. Such programs should offer:

1. Tailored Development Opportunities: Create development programs that resonate with their experiences and address their specific needs for growth.
2. Safe Spaces for Open Dialogue: Encourage honest conversations about the changing dynamics of the workplace and society, allowing these men to voice their concerns and struggles.
3. Mentorship and Support: Provide mentorship that helps them navigate the evolving landscape of professional and personal identities.
4. Recognition of Efforts: Acknowledge and celebrate steps taken towards personal growth and adaptation to new paradigms.

By addressing these issues, organisations can bridge the gap in their transformation efforts, creating a more inclusive and effective environment for change. On platforms like LinkedIn, it's imperative to discuss and share strategies that encompass the entirety of an organisation’s demographic, ensuring that no one feels left behind in the journey of transformation.

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