{"id":12959,"date":"2020-07-14T12:00:50","date_gmt":"2020-07-14T10:00:50","guid":{"rendered":"https:\/\/persolog.com\/blog\/menschen-fuer-veraenderungen-gewinnen\/"},"modified":"2025-11-27T14:25:48","modified_gmt":"2025-11-27T13:25:48","slug":"how-you-win-people-for-change","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/how-you-win-people-for-change\/","title":{"rendered":"Skuteczne kszta\u0142towanie zarz\u0105dzania zmian\u0105: Jak anga\u017cowa\u0107 ludzi w procesy zmian"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"12959\" class=\"elementor elementor-12959\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-491bd314 e-flex e-con-boxed e-con e-parent\" data-id=\"491bd314\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-dc6efd7 elementor-widget elementor-widget-text-editor\" data-id=\"dc6efd7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>By\u0107 mo\u017ce znaj\u0105 Pa\u0144stwo t\u0119 sytuacj\u0119: niekt\u00f3rzy ludzie z \u0142atwo\u015bci\u0105 podchodz\u0105 do zmian z entuzjazmem, podczas gdy inni wydaj\u0105 si\u0119 \"trudnymi przypadkami\". Zarz\u0105dzanie zmian\u0105 pokazuje w\u0142a\u015bnie to: ludzie bardzo r\u00f3\u017cnie reaguj\u0105 na procesy zmian. Ale dlaczego tak jest i co jest potrzebne, aby zmiana by\u0142a naprawd\u0119 udana?<\/p><p>W tym artykule poka\u017c\u0119 Pa\u0144stwu trzy rzeczy, kt\u00f3re nale\u017cy wzi\u0105\u0107 pod uwag\u0119 w ka\u017cdym procesie zmiany i jak mo\u017cna wykorzysta\u0107 DISG, aby przekona\u0107 ludzi do zmian.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3104e6cd elementor-widget elementor-widget-text-editor\" data-id=\"3104e6cd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>1. Dlaczego zarz\u0105dzanie zmian\u0105 cz\u0119sto zawodzi<\/h3><h6>\u00a0<\/h6><p>Zmiany s\u0105 wyczerpuj\u0105ce - zar\u00f3wno dla mened\u017cer\u00f3w, jak i pracownik\u00f3w. A jednak w dzisiejszym \u015bwiecie pracy nie mo\u017cemy si\u0119 ju\u017c bez nich obej\u015b\u0107. Tym bardziej otrze\u017awiaj\u0105cy jest fakt, \u017ce wi\u0119kszo\u015b\u0107 inicjatyw zwi\u0105zanych ze zmianami ko\u0144czy si\u0119 niepowodzeniem.<\/p><p>Badania pokazuj\u0105, \u017ce tylko oko\u0142o 23% wszystkich projekt\u00f3w zmian w firmach ko\u0144czy si\u0119 sukcesem <a href=\"https:\/\/mutaree.com\/services\/change-fitness-studie-2018-2019\/\" target=\"_blank\" rel=\"noopener\">(Change Fitness Study 2018\/2919).<\/a> I odwrotnie, oznacza to, \u017ce zdecydowana wi\u0119kszo\u015b\u0107 z nich ko\u0144czy si\u0119 niepowodzeniem. Ale nie dlatego, \u017ce pomys\u0142 jest z\u0142y - raczej dlatego, \u017ce nie udaje si\u0119 zaanga\u017cowa\u0107 ludzi.<\/p><p>Najwi\u0119kszymi przeszkodami w zarz\u0105dzaniu zmian\u0105 s\u0105:<\/p><ul><li>brak pilno\u015bci,<\/li><li>s\u0142aba komunikacja,<\/li><li>niew\u0142a\u015bciwe podej\u015bcie do pracownik\u00f3w.<\/li><\/ul><p><strong>Przyk\u0142ad:<\/strong> Firma chce zdigitalizowa\u0107 swoje procesy produkcyjne. Zesp\u00f3\u0142 projektowy jest przekonany i entuzjastyczny, ale pracownicy produkcji czuj\u0105 si\u0119 pomini\u0119ci i niewystarczaj\u0105co zaanga\u017cowani. Rezultat: op\u00f3r zamiast post\u0119pu.<\/p><p>Skuteczne procesy zmian opieraj\u0105 si\u0119 zatem nie tylko na strukturach i koncepcjach, ale przede wszystkim na dog\u0142\u0119bnym zrozumieniu ludzi, kt\u00f3rzy maj\u0105 je przeprowadzi\u0107.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7d12adb elementor-widget elementor-widget-text-editor\" data-id=\"7d12adb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><strong>2. Trzy podstawowe elementy ka\u017cdego procesu zmiany<\/strong><\/h3><h6>\u00a0<\/h6><p>Je\u015bli chcemy zaanga\u017cowa\u0107 ludzi w zmiany, warto przyjrze\u0107 si\u0119 trzem prostym, ale kluczowym czynnikom. Stanowi\u0105 one podstaw\u0119 ka\u017cdego procesu zmian, niezale\u017cnie od tego, czy chodzi o nowe oprogramowanie, restrukturyzacj\u0119 czy powa\u017cn\u0105 transformacj\u0119.<\/p><p>Aby zmiana zako\u0144czy\u0142a si\u0119 sukcesem, potrzebne s\u0105 trzy podstawowe elementy:<\/p><ul><li><strong>POWINIEN (konieczno\u015b\u0107):<\/strong> Dlaczego w og\u00f3le powinni\u015bmy podejmowa\u0107 ten wysi\u0142ek? Jaki cel si\u0119 za tym kryje?<\/li><li><strong>CAN (zdolno\u015b\u0107):<\/strong> Czy wierzymy, \u017ce jeste\u015bmy w stanie zapanowa\u0107 nad zmian\u0105? Jakie zasoby lub szkolenia s\u0105 potrzebne?<\/li><li><strong>WANT (ch\u0119\u0107):<\/strong> Czy jeste\u015bmy zmotywowani do pod\u0105\u017cania t\u0105 \u015bcie\u017ck\u0105?<\/li><\/ul><p>Przyk\u0142ad: Prosz\u0119 sobie wyobrazi\u0107, \u017ce Pa\u0144stwa firma planuje wprowadzenie nowego oprogramowania.<\/p><ul><li><strong>Powinien:<\/strong> Dlaczego stare oprogramowanie nie jest ju\u017c wystarczaj\u0105ce? Gdzie jest warto\u015b\u0107 dodana?<\/li><li><strong>Can:<\/strong> Czy pracownicy s\u0105 przeszkoleni i czy czuj\u0105 si\u0119 wystarczaj\u0105co pewnie?<\/li><li><strong>Prosz\u0119:<\/strong> Czy czuj\u0105 si\u0119 wewn\u0119trznie zmotywowani, aby naprawd\u0119 chcie\u0107 korzysta\u0107 z tego oprogramowania?<\/li><\/ul><p>Tylko wtedy, gdy wszystkie trzy wymiary \u0142\u0105cz\u0105 si\u0119, proces zmiany mo\u017ce zako\u0144czy\u0107 si\u0119 sukcesem.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-280cd95 elementor-widget elementor-widget-text-editor\" data-id=\"280cd95\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>3. Zmiana z DISC: Zrozumienie ludzi w czasach transformacji<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e670d82 elementor-widget elementor-widget-text-editor\" data-id=\"e670d82\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Ka\u017cda zmiana to tak\u017ce proces psychologiczny. Podczas gdy niekt\u00f3rzy ludzie od razu w to wchodz\u0105, inni potrzebuj\u0105 bezpiecze\u0144stwa, wskaz\u00f3wek lub jasnych fakt\u00f3w. W tym miejscu z pomoc\u0105 przychodzi DISC. <a href=\"https:\/\/persolog.com\/pl\/persolog-personality-factor-model\/\" target=\"_blank\" rel=\"noopener\"><strong>Model czynnik\u00f3w osobowo\u015bci persolog\u00ae<\/strong><\/a> pomaga rozpoznawa\u0107 wzorce zachowa\u0144 i wspiera\u0107 ludzi w bardziej ukierunkowany spos\u00f3b. Dzi\u0119ki temu r\u00f3\u017cnice te staj\u0105 si\u0119 widoczne:<\/p><ul><li><strong>RED (Dominuj\u0105cy):<\/strong> nap\u0119dza zmiany, ale mo\u017ce r\u00f3wnie\u017c wyra\u017ca\u0107 silny sprzeciw.<\/li><li><strong>\u017b\u00d3\u0141TY (Inicjatywa):<\/strong> Inspiruje innych, ale szybko czuje si\u0119 pomijany, je\u015bli jest ignorowany.<\/li><li><strong>ZIELONY (sta\u0142y):<\/strong> jest usatysfakcjonowany, o ile nie zostanie zaskoczony, w przeciwnym razie po cichu si\u0119 wycofa.<\/li><li><strong>NIEBIESKI (ostro\u017cny):<\/strong> krytycznie bada, wydaje si\u0119 pow\u015bci\u0105gliwy i ufa dopiero po dok\u0142adnej analizie.<\/li><\/ul><p><strong>\u017bywy przyk\u0142ad:<\/strong> Prosz\u0119 sobie wyobrazi\u0107, \u017ce dominuj\u0105cy kierownik projektu mocno naciska na wprowadzenie nowych narz\u0119dzi, podczas gdy ostro\u017cny kolega zostanie przekonany dopiero po dok\u0142adnym przeanalizowaniu danych. Obydwaj maj\u0105 racj\u0119, tylko trzeba do nich podej\u015b\u0107 inaczej.<\/p><p>Ka\u017cda reakcja jest cenna, nawet je\u015bli nie pasuje do naszej w\u0142asnej. W tym w\u0142a\u015bnie tkwi si\u0142a zmiany z DISC: kiedy rozumiemy r\u00f3\u017cnice osobowo\u015bciowe, mo\u017cemy sprawi\u0107, \u017ce procesy zmiany b\u0119d\u0105 bardziej empatyczne i skuteczne.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b847a10 elementor-widget elementor-widget-text-editor\" data-id=\"b847a10\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>4. Trzy typowe b\u0142\u0119dy w procesach zmian - i jak ich unikn\u0105\u0107<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6a26749 elementor-widget elementor-widget-text-editor\" data-id=\"6a26749\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Cho\u0107 modele i koncepcje s\u0105 pomocne, w codziennym \u017cyciu wci\u0105\u017c wpadamy w te same pu\u0142apki. Z mojego do\u015bwiadczenia wynika, \u017ce istniej\u0105 trzy b\u0142\u0119dy, kt\u00f3re s\u0105 pope\u0142niane szczeg\u00f3lnie cz\u0119sto i powoduj\u0105, \u017ce wiele proces\u00f3w zmian ko\u0144czy si\u0119 niepowodzeniem.<\/p><ol><li><strong>Zaczynamy z w\u0142asnej perspektywy:<\/strong> To, \u017ce my jeste\u015bmy entuzjastycznie nastawieni, nie oznacza, \u017ce inni te\u017c b\u0119d\u0105. Kluczowa jest zmiana perspektywy.<\/li><li><strong>Nie doceniamy potencja\u0142u oporu:<\/strong> Op\u00f3r przejawia si\u0119 na r\u00f3\u017cne sposoby - czasem g\u0142o\u015bno, czasem cicho, a czasem subtelnie. Tylko ci, kt\u00f3rzy go rozpoznaj\u0105, mog\u0105 odpowiednio zareagowa\u0107.<\/li><li><strong>Uwa\u017camy, \u017ce tylko inni musz\u0105 si\u0119 zmieni\u0107:<\/strong> Udana zmiana zawsze zaczyna si\u0119 od nas samych. Kiedy dostosowujemy nasze zachowanie, zwi\u0119kszamy szans\u0119 na zaanga\u017cowanie innych.<\/li><\/ol><p><strong>Model czynnik\u00f3w osobowo\u015bci persolog\u00ae<\/strong> oferuje tutaj cenne wskaz\u00f3wki, poniewa\u017c pokazuje, jakie potrzeby maj\u0105 r\u00f3\u017cne typy osobowo\u015bci w procesach zmian.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bfacf55 elementor-widget elementor-widget-text-editor\" data-id=\"bfacf55\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>5. Skuteczne zarz\u0105dzanie zmian\u0105 w praktyce<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-68b6b0c elementor-widget elementor-widget-text-editor\" data-id=\"68b6b0c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Teoria jest wa\u017cna, ale najwa\u017cniejsze jest to, jak jest stosowana w praktyce. Ostatecznie nie chodzi tylko o racjonalne przekonanie ludzi, ale tak\u017ce o przekonanie ich emocjonalnie.<\/p><p>Jak zatem skutecznie zaprojektowa\u0107 procesy zmian?<\/p><ul><li><strong>Komunikowanie pilno\u015bci i wizji:<\/strong> Ludzie musz\u0105 zrozumie\u0107, dlaczego zmiana jest konieczna i dok\u0105d doprowadzi.<\/li><li><strong>Budowanie zaufania i zaanga\u017cowania:<\/strong> Aktywne anga\u017cowanie pracownik\u00f3w i wzmacnianie ich poczucia w\u0142asnej skuteczno\u015bci.<\/li><li><strong>Sukcesy powinny by\u0107 widoczne:<\/strong> Ma\u0142e sukcesy generuj\u0105 motywacj\u0119 i zwi\u0119kszaj\u0105 ch\u0119\u0107 do podj\u0119cia kolejnego kroku.<\/li><\/ul><p><strong>Przyk\u0142ad:<\/strong> Podczas spotkania zespo\u0142u jasno wida\u0107, ile czasu uda\u0142o si\u0119 ju\u017c zaoszcz\u0119dzi\u0107 dzi\u0119ki nowemu oprogramowaniu. To konkretne poczucie osi\u0105gni\u0119cia zwi\u0119ksza motywacj\u0119 do wypr\u00f3bowania kolejnych funkcji.<\/p><p>W ten spos\u00f3b op\u00f3r stopniowo zamienia si\u0119 w akceptacj\u0119 i ostatecznie ch\u0119\u0107 zmiany.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>By\u0107 mo\u017ce jest to Pa\u0144stwu znane? Niekt\u00f3rych ludzi mo\u017cna \u0142atwo przekona\u0107 do zmian, podczas gdy inni wydaj\u0105 si\u0119 \u201ctwardym orzechem do zgryzienia\u201d. Jednak Pa\u0144stwa wsp\u00f3\u0142pracownikom cz\u0119sto udaje si\u0119 przekona\u0107 tych \u201ctwardych orzech\u00f3w\u201d. Dlaczego tak si\u0119 dzieje? My, ludzie, mamy sw\u00f3j w\u0142asny spos\u00f3b komunikowania si\u0119, kt\u00f3ry zale\u017cy r\u00f3wnie\u017c od naszego sposobu my\u015blenia i tego, co jest dla nas wa\u017cne. Dlatego te\u017c jedna osoba mo\u017ce skupia\u0107 si\u0119 na szerszej perspektywie w komunikacji, podczas gdy inna mo\u017ce m\u00f3wi\u0107 o poszczeg\u00f3lnych szczeg\u00f3\u0142ach. Ale co tak naprawd\u0119 trzeba zrobi\u0107, aby przekona\u0107 ludzi do zmian?<\/p>\n<p>Te trzy elementy s\u0105 kluczowe:<\/p>","protected":false},"author":16,"featured_media":31393,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1434,23],"tags":[],"class_list":["post-12959","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-personality"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Successfully Shaping Change Management - persolog Blog<\/title>\n<meta name=\"description\" content=\"Blog | Highlighting the importance of the three key factors for change \u2014 need, ability, and willingness ... 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