Effective change management is one of the key elements to bring about process improvement and in turn organizational operational excellence.

But while managing change, business leaders also have to face and overcome resistance to change. The resistance to change can stem from anywhere within or outside the organization. For example, in a previous project, your team might have faced a resistance to change due to a few factors such as communication, control of their own jobs, and the power of the force field etc. 

As an operational excellence expert and having successfully led over hundred end-to-end operational excellence projects globally, I have effectively dealt with managing organizational change in-depth. My mantra is to keep things simple and achieve big outcomes.

​So, here are some tips for managing your team's resistance to change. Read on to discover how to handle different kinds of resistance to change. This article will highlight six main strategies to get your team on board with your change initiative.
 
6 Strategies to overcome employee resistance to organizational change- 

Strategic communication plan 
Often, leaders respond to the symptoms of resistance to change. But this will not solve the problem. By understanding the underlying causes of employee resistance, you will be able to navigate it more smoothly. Firstly, explain the reasons why the changes are necessary.
 
Communicate the reasons for the changes. Let your team members know what they stand to gain by these changes. Let them know what they can do to help you implement the changes. You can do this by sharing your reservations, but you must emphasize that your team needs the change to succeed. They must be involved in the process, too, so they need to understand the positive benefits. If you don't, the changes you've proposed may backfire.
 
Follow a strategic communication plan to succeed with your change initiatives. I’ve a separate blogpost on communication plan, you may check it out here.
 
Employee engagement
Among the most common methods used to implement change in small and large organizations is employee participation. But this approach can be problematic. First, you must understand the true nature of employee resistance. Employees typically resist changes in social settings, which are often an accompaniment to the technical changes. The problem stems from the staff specialists' blind spots, which are caused by their preoccupation with the technical aspects of new ideas. The good news is that you can use employee involvement to counteract the problems associated with employee resistance.

• How To Increase Employee Engagement as a New Boss 

If the change you are proposing is a fundamentally different way of operating, then your employees will be much more likely to support it. In addition to making sure that employees are informed of the change, you should involve key employees in the process. They can help you build a bridge between your management team and your team. When communicating changes, however, be sure to share your reservations and ask for employees' involvement. In addition, make sure that employees understand what their roles are and how they will benefit from them.
 
Embedding a culture of Kaizen helps bigtime with increasing employee engagement, more so under the backdrop of an organizational change. Read more about Kaizen and How to use Kaizen for Increased Profitability and Organizational Excellence.
 
Also, check out this video to know more about how Kaizen can help your organization’s initiatives on increasing employee engagement.​

Control of own jobs
One of the key strategies for overcoming your team’s resistance to change is to communicate clearly and consistently. Identify your audiences and highlight the benefits of the change. Employees often resist changes due to fear of losing their jobs, or the change affecting their working life. Although employees may be well-informed about the benefits of change, the "WIIFM" (what’s in it for me) factor still plays an important role. If they do not believe the changes will benefit them, they will resist.
 
If you want to increase employee satisfaction, your team's resistance to change is often one of the top factors preventing them from being engaged. But if you want to minimize resistance to change, you must take the time to ensure that employees have control over their own jobs. Achieve this by being transparent and providing direction, goals, and parameters. Ensure that your team has the power to make changes - practice effective delegation and set critical path points for feedback.

• How To Overcome Challenges of Creating Effective Work Teams 

Force field analysis
The force field analysis is an effective tool for identifying the forces driving and restraining the adoption of change. It helps managers identify the levers that can strengthen driving forces and mitigate restraining forces to make changes stick. This approach involves the participation of all key stakeholders and requires some careful deliberation. However, it can be a great help to identify internal and external forces, which are often not visible.
 
To begin, write down what you wish to change in one sentence. Next, draw a force field diagram. Essentially, this consists of a sheet of paper with a line down the middle. On this sheet of paper, list both restraining and driving forces. Brainstorm for these forces and write down their strengths and weaknesses. Once you have identified these forces, you can begin to make a plan for how to implement the change.
 
Employee feedback
One of the best ways to overcome your team’s resistance to change is to identify the reasons behind their reluctance. While identifying the reasons can help you to overcome this obstacle, it's also important to realize that there are different reasons for people to be against a change. Then, you can tailor your approach to work through the problem. Using employee feedback to identify these reasons will allow you to overcome these obstacles.
 
The first key to breaking down the resistance to change is communication. Employees are happy to give you their opinion, and you can leverage that to your advantage. Identifying the root of resistance can help you steer the change project in the direction you want it to go.

Here's my blogpost citing the Best Practices of Giving Feedback to Your Subordinates and Peers and get their feedback; you might want to check it out.
 
 Transparency
The vital step in overcoming your team’s resistance to change, is to identify and address potential sources of resistance. Hold workshops or discussions to ensure you understand employee concerns and goals. Listen to their objections to ensure you address the source of their resistance in a productive and respectful manner.
 
Communicate the benefits of the organizational changes to your team. They may be unaware of the reasons for their resistance, or they may have been blindsided by a plan they aren't familiar with.
 
One of the first ways to overcome your team’s opposition to change is to communicate the benefits of the changes to your team and employees. Make sure to create a safe environment for employees to voice their concerns.
​

• How to Bring in Organizational Culture Change
• What Role Does Culture Play in Business Transformation?

 
Practice active listening skills and listen for any possible misunderstandings. Communicate clearly and thoroughly your objectives and why the changes are necessary. This will help reduce resistance to change and ensure everyone is on board with the changes.

Related Reading:​

1. Change management tips and tools.
2. Streamline processes and workflows with Gemba Walk.
3. Top Ten Strategic Decision-Making Tools for Operational Excellence

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Categories:  Change Management | Operations | Leadership

Keywords and Tags:
#operationalexcellence #changemanagement #strategicdecisionmaking #strategymanagement #strategiccommunicationplan #transparency #employeeengagement #forcefieldanalysis #employeefeedback #controlofownjobs #sixstrategiesofovercomingemployeeresistance #organizationalchange 

If you're wondering how to bring in organizational culture change, there are many ways you can start. These include Executive support, Training, changing the rewards system etc. There are also numerous ways to engage employees and make them feel important. These ideas should be reflected in regular business interactions. But before you can implement them, you need to know what the steps are that need to be taken to make them work.
 
Executive support
 
In order to bring-in organizational culture change, leaders must first ensure that the change is in line with the organization's business strategy and organizational structure. These structures include formal policies, systems, reporting relationships, job descriptions, recruiting practices, reward and compensation structures, and training and development. Successful cultural change initiatives need the support of the executive team, who must also be open to changes and innovation.
 
The first step is to define a clear vision that informs all employees of the organization's goals. This will help to speed up the change process. The next step is to operationalize the culture. This process is not top-down, but rather bottom-up, as employees are more motivated by seeing how their work directly contributes to the organization's goals. A good starting point is to identify a few core values that the organization stands for, and then conduct guided interactive sessions to discuss them.
 
The next step is to communicate the changes you want to make and ask employees for their input and feedback. It's also a good idea to try out different initiatives with teams, which will show employees that they're a part of the process. Some companies realize that they need to bring in organizational culture change when they reach the point where they have exhausted the potential of their workforce. If you've reached this point, consider allocating time and budget for implementing the change.
 
While it may seem challenging to change an organization's culture, it's possible to change it with dedication, time, and investment. With the proper execution, the process can transform a company's culture. If you're committed to the change and are willing to work for it, the results will be worth the effort.
 
Once the culture change process has begun, the next step is to determine the goals and success factors. Culture change requires alignment of goals and values, so ensuring alignment is crucial. By phasing the changes, employees can become accustomed to the changes without having to undergo a full-on culture shock.
 
Training
 
Organizational culture change can be achieved by implementing training programs. Such training can focus on changing employee behavior and customer service. A company can also implement changes in corporate symbols and reward systems to ensure that employees recognize the changes.

In addition, a clear vision can drive change and improve employee motivation. A clear vision tells all employees what the organization wants to achieve. This helps to make the change happen faster.
 
The next step is operationalizing the new culture. This is a bottom-up process and needs to be done at the employee level. Employees can be more engaged and motivated when they can see their personal contributions to the culture. For this, the organization should choose a small set of values and conduct guided interactive sessions and time-bound explorations.
 
An effective training program can help re-energize leaders who are not supportive of change. It can also educate them about the connections between strategic direction and culture. Once they understand the importance and anticipated benefits of change, they often support the change. However, it is important to remember that a culture change may lead to some turnover of employees. The new culture can make some people feel that they are not a part of it.
 
A healthy company culture is important for a company's future. It will make it more accountable and responsive to calamities. It will also help the company deal with larger changes and evolutions. Investing in your company culture is more than just a slogan, it's an investment in the future of your company.
 
Another way to bring in organizational culture change is through employee surveys and regular team meetings. This way, employees can understand what kind of culture exists in your organization. It will also help you understand what kind of people are contributing to the culture.
 
If you can identify these types of behaviors, you can start implementing training to change them.
Although training is crucial in the change process, it is not sufficient in changing the culture. Culture change is a complex process. A good training should help you achieve the desired results and bring in a positive culture change within the organization.
 
Changing reward system
 
The way in which people are rewarded can affect the culture of an organization. For example, changing a commission-based incentive structure to a team-based structure can encourage sales staff to focus more on customer service. By rewarding employees who adopt new values, you can ensure that the change lasts. However, if your culture is one that rewards individualism, changing the reward system can backfire.
 
It is necessary to change an organization's reward system if it is to bring about organizational culture change. Organizations should create a system that rewards change and performance. Traditionally, organizations tend to reward stability and seniority over skill development and performance. However, a reward system that emphasizes change is essential if the organization hopes to achieve the goal of creating a more innovative workplace.
 
The biggest impact of a reward system on organizational culture is its motivational power. People are motivated to grow when they are paid according to their skills. Rewarding employees for personal development builds a company's culture of talent and builds a highly skilled workforce.

The key to change an organization's culture is to create a progressive mindset. If employees embrace a progressive mindset, they will feel more comfortable in their work environment. The culture of a company can be changed only with the support of the entire staff. The employees are the first to notice a change and judge it through their own actions. Every promotion, pay, and hiring decision reflects the culture of a company.
 
Organizational culture can be changed by training programs. This type of training can help employees improve their customer service skills. A new reward system can also help the employees recognize the changes in the culture.
 
Rewarding performance can improve motivation levels and improve overall performance. People who are rewarded for good performance often want to see these rewards for themselves, which can encourage them to do more. However, people who see bad performance may not work hard to improve their performance.
 
Employee involvement
 
Employee involvement is an important part of bringing in organizational culture change. It improves employee morale by making them feel psychologically invested in the company. It also ensures that the company adheres to its values and work ethics. It also fosters a collaborative atmosphere. When employees feel invested in the company, they will be more willing to share ideas and knowledge.
 
Ideally, employee involvement should occur at an early stage of change. This way, the employee will feel empowered to contribute to the decision-making process. However, if the change has already been decided, seeking employee input will create an atmosphere of distrust and dishonesty.
 
In order to bring in organizational culture change through employee involvement, managers must establish a transparent process to gather employee input and decide on the appropriate course of action. First, they should identify the departments affected by the change. Next, they should create representative committees from those departments. This will make the development process of the change policy more efficient.
 
After gathering feedback from the employees, it is important to align the culture with the business strategy. In other words, employees should be able to connect with the mission and vision of the company. Only 10% of HR managers feel confident that their organizations understand culture. As a result, they should choose values that make sense to the employees. This will also help in educating employees about the new organizational culture.
 
In addition to the above-mentioned elements, companies should also assess the current culture of the organization. This may be a failure to respond to employee concerns or feedback. If the current culture does not match the stated goals, they should start working towards improving the culture. In addition, companies should create a feedback channel for employees to voice their concerns.

Read more about what role does culture play in business transformation here
 
Organizational culture change should be a gradual process. It cannot be brought about in a sudden, abrupt sequence of meetings or messages. It should involve a broad group of people. The changes should be based on a clear vision of the company and its objectives. Using process improvement tool such as Kaizen along with change models is very beneficial. Once these are clearly defined, the employees should be encouraged to engage in the process.

Related Reading:​

1. Kaizen for pharmaceutical, medical device and biotech industries
2. How to cut costs strategically using Kaizen
3. Streamline processes and workflows with Gemba Walk.
4. Top Ten Strategic Decision-Making Tools for Operational Excellence

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Categories:  Change Management | Operational Excellence

Keywords and Tags:
#operationalexcellence  #changemanagement #organizationalculturechange

To begin a cultural transformation, an organization must first define what kind of mindset it wants to cultivate. A company may begin small but as it grows and becomes more complex, its culture will have to adapt in order to meet the new demands. A strong culture fosters collaboration and encourages employee alignment.
 
Digital culture is customer-centric by definition
 
Customer-centric companies are those that are focused on their customers. They do more than just satisfy their customers' needs and expectations. Companies like Amazon and Zappos are examples of customer-centric companies. They are so committed to their customers that they often fire employees who do not fit their culture as per media reports. Though, I would say if you hire right, you don’t have to fire. In a recent published survey 58% of companies said they had a customer-centric culture.
 
According to a recent survey, customer-centricity is the most important characteristic of a digital culture and shows that customer-centric businesses make more money. That's good news for both the customer and the business. Customer-centric companies have an advantage over their competitors because they put their customers first.
 
Organizations that have a digital culture are more flexible, nimble, and resilient to external shifts. It also fosters employee engagement and innovation, which helps to retain current employees and attract new talent. Companies with a customer-centric culture use data and customer feedback to make key decisions.
 
Customer-centric companies go beyond putting out fires and dealing with problems. They strive to build positive experiences for their customers and solve problems before they become bigger issues. They also aim to satisfy their customers as much as possible. Instead of focusing on selling products, they focus on solving problems, providing recommendations, and delivering excellent customer service.
 
According to published statistics, customer-centric companies are 60% more profitable than non-customer-centric companies. In addition, CEOs of customer-centric companies are 64% more successful than their competitors. This approach helps companies increase revenue, enhance efficiency, increase performance, and sustain profitability. It also builds long-term loyalty and relationships with customers.
 
Strong cultures keep employees aligned and motivated
 
When transforming an organization, it is important to create a strong culture to keep employees motivated and aligned with the company vision. Employees want to contribute to the business's success, and they also want to feel appreciated and recognized for their efforts. In addition, employees want autonomy and flexibility in their roles. These qualities fuel creativity and innovation.
 
To create a strong culture, the organization should identify a purpose and make it very clear to employees. This way, they can envision their contribution to society and stay motivated. In this post-pandemic world, purpose-driven organizations are more likely to have engaged and motivated employees.
 
Developing a strong culture starts with the leadership team. The leaders need to discuss what the culture should be and incorporate employee feedback. Weak corporate cultures are one of the leading causes of failure in an organization. However, a strong culture can help prevent a company from suffering prolonged downturns.
 
Organizational culture is defined by how employees act. An organization can create a positive organizational culture by rewarding positive behaviors and encouraging employee development. A positive culture can boost performance and build a strong talent pool. In short, a strong culture can help you weather a business transformation period.
 
Recognizing individual team members' contributions has a powerful effect on the organization's culture. It helps employees feel a sense of belonging and how their contributions contribute to the company's success. In fact, nearly seventy-six percent of employees don't feel appreciated by their superiors, and when they do, employee engagement, retention, and productivity all rise.
 
They promote collaboration
 
Organizations can benefit from cultivating a culture that promotes collaboration. Collaborative teams are more likely to produce high-quality work. However, there are some challenges to collaborative work. For starters, many employees lack the skills to contribute to a collaborative culture. This may lead to a situation where good collaborators don't feel comfortable voicing dissent.
 
To improve collaboration, leaders must model the tools and practices they want their teams to use. They must be role models for their teams and not micromanage or oversee every move. Leaders must also be willing to admit when they don't know everything and seek out other opinions. This will foster trust among team members, which will result in a more collaborative work environment.
 
Creating a collaborative culture requires a thorough analysis of current processes and organizational culture. Ultimately, creating a culture of collaboration requires the development of a vision for the organization. The vision should clearly outline what the desired outcomes are and how to achieve them. It should also outline specific steps that the organization will take to foster collaboration.
 
Cultures that promote collaboration are transparent and open. Teams must share information and news freely. When collaboration does not take place, it can lead to rumors and distrust among team members. In addition, a culture that encourages collaboration can result in improved employee satisfaction and increased productivity. It can also improve employee morale and foster strong relationships.
 
The use of technology has changed how people collaborate with one another. Employees can communicate without interrupting their workflow. New technologies can promote collaboration between teams and make the workplace a more pleasant place to work. However, this can only happen when all teams share the same resources. Otherwise, they may feel like they are working in silos and may not be able to communicate effectively. Leaders play an essential role in creating a culture of collaboration.
 
They require a line of sight from the transformation process
 
When a company undertakes a culture or business transformation, it's critical to have a clear line of sight to the future. It must first assess its current state and determine how best to meet its goals. It should then consider its current business model and determine the speed at which it can achieve its desired outcomes.
 
Many transformation efforts fail because great ideas don't reach people who can make a real difference to the business. This is why employee engagement is critical early in the process. In addition to involving all levels of the organization, a line of sight to the end goal is important. Without a clear line of sight to the transformation process, the top teams may decide to shift their attention to other challenges.
 
To make the most of culture and business transformation, senior leaders, business unit leaders, and key influencers must have a clear line of sight to the end goals. Similarly, the culture and business transformation process must align with the company's strategy and value creation goals. The internal product team and the sales team will need to focus on continuous improvement and the external sales team will need to focus on changing behaviors in the market.
 
The transition from launch to execution is a sensitive period, and leaders must remain actively involved in the transformation process. During this time, the company is susceptible to predictable slumps. By staying focused on the goals and objectives of the transformation, executives and general managers can minimize the drag on the transformation process.
 
The transformation process should begin by defining a core strategy. This strategy should determine the type of customer focus the organization should have and the right organizational structure for success. It may also need to address urgent financial or organizational problems. As such, it is critical that the strategy and transformation process occur in parallel.
 
They require senior executives to be the face and voice of change
 
To be successful, business transformation requires senior executives to be the voice and face of change. In order to achieve the desired transformation, leaders must be able to balance the long-term vision with the day-to-day realities. The transformational process starts with the CEO shifting gears from planning to leading. In this transition, the CEO must be willing to make no-regrets moves, like forming initiative teams and setting up a change-management and overall governance program. The CEO should also initiate a communications plan to help communicate the changes.
 
The current state of the world is a time of change that requires organizations to change. Resources are becoming scarcer and commodities are rising rapidly. Meanwhile, data storage and computing power are decreasing, allowing organizations to innovate in new ways. As a result, organizations need to adopt new leadership practices and embrace new technologies to stay competitive.
 
The CEO should communicate the benefits of change to all levels of the organization. He must present a compelling case for change to his board of directors, senior management team, and the entire organization. The case for change must acknowledge the company's past and present heritage, and include relevant external factors, internal metrics, and operational metrics. In addition, the CEO should be able to explain why the change is needed to improve performance and employee engagement.

​Read more about how to bring-in organizational culture change here

​Related Reading:

1. Kaizen for pharmaceutical, medical device and biotech industries
2. How to cut costs strategically using Kaizen
3. Streamline processes and workflows with Gemba Walk.
4. Top Ten Strategic Decision-Making Tools for Operational Excellence

Follow Shruti on Twitter, Facebook, YouTube, LinkedIn

Categories:  Change Management | Business Transformation

Keywords and Tags:
#operationalexcellence #organizationalchange  #strategicplanning  #culturechange  #changemanagement

One of the best ways to quit smoking is to make a list of the reasons you want to stop. Write these down and keep them in front of you. As you think of new reasons to stop, you can add them to the list. You may also want to change your routine around drinking coffee or tea.
 
Avoid situations where you have a strong urge to smoke
 
If you're trying to quit tobacco smoking, you should avoid situations that will trigger a craving. This includes places where you usually smoke, stressful situations, and places where you enjoy alcohol. Identify these situations and develop a plan to avoid them. To avoid these situations, keep a pen and paper nearby and plan activities that will keep your hands busy.
 
You can also distract yourself by chewing gum or popping a popsicle. Using alternatives to cigarettes can help you resist the urge to smoke. You can also chew on cinnamon sticks, celery, raw carrots, or sugarless gum instead of smoking. Also, try not to smoke in public places where you are surrounded by other people.
 
Holidays can be stressful for smokers, so it's helpful to plan some special activities that will keep you busy during these times. You can even try hosting a holiday dinner with friends and family to distract yourself from the temptation of smoking. Having someone else take care of the meal can keep you occupied and busy, and you can even bring a special dish.
 
Identify the triggers that cause you to crave tobacco cigarettes and prepare for them before they happen. Try taking three deep breaths, holding the last one for a few seconds, and exhaling slowly. Deep breathing can help to relax the muscles and calm your body. Eating something high in sugar or spice can also trigger cravings. You can try chewing celery or plain popcorn. You can also try stretching your body.
 
Discuss your plans with family and friends
 
Family and friends can help you quit tobacco smoking by offering support, advice, and encouragement. They can also be a great source of motivation. Tell them that you're planning to quit tobacco, and how much you appreciate their support. If they're not willing to quit with you, ask them to refrain from smoking around you or near you during your withdrawal period. This will make it easier for you to focus on quitting.
 
Before you start your plan to quit smoking, it's helpful to consider the various challenges that you're likely to face and how to deal with them. First, you'll want to determine your motivations. Write down the reasons you want to quit, including financial savings, health, and energy gains. You can add more reasons as you think of them.
 
Next, you'll want to change your routine. There are several personal change management models which can help you make the change one-step-at-a-time. One such helpful personal change agent is Kaizen. Personal Kaizen involves making small incremental changes daily, which over time become huge and fulfilling.
 
You'll find that some of the activities you use to smoke trigger cravings. If you're a morning person, for example, you might want to avoid drinking coffee if you don't want to wake up early. Or, if you're a night owl, you might need to put out cigarettes. You may also want to try a new breakfast instead.
 
If you live with a spouse or partner, discuss your plans with them and get their support. It's also helpful to tell them about your own tobacco use. If you live with someone who is a smoker, make a commitment to limit your use of tobacco in the presence of your spouse or partner. You can also make a plan with your family and friends to quit tobacco together. Once you quit, you'll be able to enjoy the benefits of a smoke-free life.
 
Use a quit date
 
One of the most effective ways to quit smoking is to set a quit date. Setting a quit date is a great way to keep yourself motivated while at the same time creating a deadline. It can help you to avoid temptation by picking a date that will be hard to miss. The earlier you start planning your quit date, the better. Pick a day in the next two weeks and make sure you give yourself enough time to prepare. It also helps to quit at a time of the day when you're not stressed or under pressure.
 
Before setting a quit date, decide if you need to use medications or behavior changes to help you stop. If you need to take medications, nicotine replacement therapy is an option. They ‘re available in user-friendly formats such as chewing gums, lozenges, tablets, patches etc. I’ve done extensive work on these formulations (product development, clinical testing thru commercialization). These medications reduce cravings. However, they must be combined with behavior changes, which you must do to quit smoking for good.
 
Tip: Smoking cessation medicines must be taken under advice and supervision of a registered medical practitioner only. Do not self-prescribe any medicine. Do not take medicines under advice from friends, family, colleagues, or anybody else, who is not a registered medical doctor.
 
Once you have decided to quit, you can write down your reasons for quitting tobacco. These reasons might include saving money or being healthier. Having a list of reasons will help you stay motivated to quit.
 
Reasons to Quit Tobacco Smoking
 
There are many health benefits of quitting smoking. Not only does it improve your overall health, but it can also increase your life expectancy by several years. Smoking increases the risk of developing lung cancer and COPD. Smoking is also harmful to your sense of smell and taste. People who quit smoking report that they can now smell better and enjoy their food without smoky aftertaste.
 
Other benefits of quitting smoking include an improved social life, improved appearance and odor, improved finances and increased confidence around others. If you have cancer, quitting will help you avoid social situations where others will be able to smell your cigarette. However, despite all of these benefits, quitting smoking is not easy.
 
Smokers usually are wary of nicotine withdrawal symptoms. That’s where nicotine replacement therapy helps. But nicotine withdrawal symptoms usually begin a few hours after your last cigarette. They are usually strongest in the first week. For most people, nicotine withdrawal fade and are gone after about 2 to 4 weeks.
​
Some people want to live longer and healthier lives. Others want to save money. Still others do not want to endanger their children's health. Research has shown that smoking reduces life expectancy by nearly 11 minutes each time it is smoked. Therefore, smoking ten cigarettes a day for ten years will cut off nine months from your life.
 
Another good reason to quit smoking is to reduce your risk of cardiovascular disease. The risk of coronary heart disease and stroke decreases as you stop smoking. After three months of not smoking, your circulation and lung function improve. After one year, your risk of coronary heart disease will be half of what it was when you started. Lastly, quitting smoking will improve your health and the health of your family.
 
After deciding to quit smoking, set a quit date that is within a month. Don't pick a date too far in advance so that you'll have enough time to prepare. Some people use a special day to quit while others choose a random day. Either way, be sure to make your commitment and let others know about your decision.
 
Build a support system
 
Building a support system for yourself is essential if you want to successfully quit tobacco smoking. You should share your goal with friends and family members and ask for their support. Your support system is also essential if you experience a relapse. Smoking cessation is a difficult process, and the right support can be vital in helping you overcome the setbacks and relapses.
 
The first step in building a support system for yourself is to talk to others who have also tried to quit. A "coach" can be a friend or family member who can support your quit attempt. It is also helpful to spend time with others who have been successful in quitting. You can also suggest books and programs for support and read them. Another great idea is to join a quit smoking support group. These programs often offer group counseling and include lectures and group meetings. These sessions can provide valuable information about smoking cessation and also help smokers develop effective coping skills. The group sessions will also provide suggestions on how to prevent relapse.
 
Smokers who had used behavioral interventions were more likely to rely on social support than those who did not. The study also showed that smokers who had social support were more likely to quit. The results of this study suggest that social support is as important as behavioral interventions.
 
Avoid relapses
 
Recognizing triggers for relapses is an essential part of your cessation strategy. While you can't avoid every situation that could lead to a relapse, you can take steps to prevent them. One effective technique involves thinking about the situation and feelings that lead you to light up. This exercise helps you identify which triggers led you to smoke and helps you eliminate them in the future.
 
If you have a support system, try calling on them if you are feeling the urge to smoke. These people can encourage you to quit and give you support and encouragement. It's also helpful to find alternative means of coping with the cravings. In general, try not to smoke even one cigarette because if you do, you may be tempted to start again.
 
One important way to prevent relapses is to use a comprehensive relapse prevention program that includes both cognitive and behavioral components. The most important thing to remember is that a lapse doesn't mean you've failed. The information you gained from the lapse will help you anticipate future lapses and develop an action plan to deal with them.
 
Yet another option is meditation. Just fifteen minutes a day of peaceful meditation has been found to be helpful in a big way.
 
Fortunately, most relapses after quitting tobacco smoking are avoidable. A relapse is when you start smoking again - after several weeks, months, or even a year. These lapses usually start out as small slips, such as having a cigarette after a stressful day, or smoking with a friend. However, they eventually turn into a habit.
 
Disclaimer: Giving up smoking must be done under advice from a registered medical practitioner only. The views on this blog are for educational purpose only. The views on this blog are not substitute to a registered medical doctor’s advise. 

Related Reading:​ 

1. Are you choosing your doctor correctly? How do you choose your medicines? YOU decide quality of your life-  Part 1 of 2
2. Are you choosing your doctor correctly? How do you choose your medicines? Tips - Part 2 of 2 
3. Is your medicine cabinet stuffed with expired or medications you no longer use? Check out this post ...
4. How to dispose expired medicines? 
5. Caution! Don’t consume alcohol, fruit juices while taking medications. 

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Categories:  Life Sciences 

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#QuitSmoking  #QuitTobacco  #SmokingCessationTherapies #Bupropriontablets #Zyban #Kaizen  #PersonalKaizen #NicotineReplacementTherapy  #NicotineGums  #NicotineTransdermalPatch  #NicotinePatch #ClonidineTablets

​Change management is an important component of business transformation and continuous improvement projects. And it is vital that change management be successful in order for transformation and continuous improvement to happen and sustain.

Several factors impact success with change management. Jick change model identifies 10 factors popularly known as ten commandments impacting major organizational change. Checkout this video to know more about- What is Jick change model?
​
This video belongs to my YouTube video series- One-minute guide to continuous improvement where I explain various topics related to continuous improvement for operational excellence and business growth. 

Are you ready to implement Continuous Improvement at your organization?

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1. One minute continuous improvement guide series.
2. Kaizen explained with examples and case studies.
3. Change management.

Keywords and Tags:

#changemanagement  #continuousimprovement #businessprocessimprovement #changemanagementessentials  #changemodels #changeimpactanalysis #impactanalysis #howtomeasurechange #successfulchangemanagement #changemanagementmodels  #organizationalchangemanagement  #differenttypesoforganizationalchange    #Jickchangemanagementmodel  #Jickchangemanagementframework  #Jickmodelfororganizationalchange   #Jickchangemodel​

​Change management is an important component of business transformation and continuous improvement projects. And it is vital that change management be successful in order for transformation and continuous improvement to happen and sustain.

Several factors impact success with change management. LaMarsh change model pays special focus on risk-mitigation enroute to organizational change. Checkout this video to know more about- What is LaMarsh change model?

This video belongs to my YouTube video series- One-minute guide to continuous improvement where I explain various topics related to continuous improvement for operational excellence and business growth.
​
Watch on …

​Are you ready to implement Continuous Improvement at your organization?

Follow Shruti on Twitter, Facebook, YouTube, LinkedIn

1. One minute continuous improvement guide series.
2. Kaizen explained with examples and case studies.
3. Change management.

Keywords and Tags:

#changemanagement  #continuousimprovement #businessprocessimprovement #changemanagementessentials  #changemodels #changeimpactanalysis #impactanalysis #howtomeasurechange #successfulchangemanagement #changemanagementmodels  #organizationalchangemanagement  #differenttypesoforganizationalchange    #LaMarshchangemanagementmodel #LaMarshchangemodel #LaMarshchangemanagementframework  #LaMarshmodelfororganizationalchange  

Change management is an important component of business transformation and continuous improvement projects. And it is vital that change management be successful in order for transformation and continuous improvement to happen and sustain.

Several factors impact success with change management. Fischer change model identifies twelve different emotions employees go through during organizational change. These emotions are neither sequential, chronological nor synchronic.

Change leaders can then group employees based on the emotions they match the Fischer scale and then appropriately help them deal with the change. Checkout this video to know more about- What is Fischer change model?

This video belongs to my YouTube video series- One-minute guide to continuous improvement where I explain various topics related to continuous improvement for operational excellence and business growth.

Watch on …

Are you ready to implement Continuous Improvement at your organization?

Follow Shruti on Twitter, Facebook, YouTube, LinkedIn

1. One minute continuous improvement guide series.
2. Kaizen explained with examples and case studies.
3. Change management.

Keywords and Tags:

#changemanagement  #continuousimprovement #businessprocessimprovement #changemanagementessentials  #changemodels #changeimpactanalysis #impactanalysis #howtomeasurechange #successfulchangemanagement #changemanagementmodels  #organizationalchangemanagement  #differenttypesoforganizationalchange    #fischerchangemanagementmodel #fischerchangemodel #fischerchangemanagementframework  #fischermodelfororganizationalchange