4.3Gaining support for change

One of the principal messages of this chapter is that effective change needs the support of the people involved. This can be a very complex matter. Managers and consultants may feel uncertain about their ability to mobilize support for the change envisaged. If errors are made by management, any existing support may be lost and give way to resistance; to redress the situation may then be a delicate task.

Inviting people to participate actively in a change effort at all its stages is generally a useful method for gaining support and reducing resistance. It helps to create an atmosphere in which people feel they are the “owners” of a change proposal: the idea comes neither from the top, nor from an external person, but from within the group. If things go wrong, the group does not seek a culprit from outside, but takes responsibility, examines the causes and willingly helps in redefining the proposals.

Drawing attention to the need for change

There are numerous methods of drawing the attention of individuals and groups to the need for a change (see section 3.6, where various methods of influencing the client system are discussed). However, two proven methods are of particular interest to consultants.

The most effective manner of arousing immediate attention is by making people anxious. In special cases the induction of a state of extreme anxiety is undeniably effective – for example, a building will be cleared very promptly if it is reported that a bomb has been placed in it. However, the continued use of