Change is the only constant in today’s world and during the course of the growth Organization needs to be agile and embrace the change so as to make them ahead of their competitors.

The Organizations who are quick to adapt change are always ahead of their competitors. However Change Management is a complex process and there are lots if uncertainties in the initial phases of change.

The business landscape of the 21st century is characterized by rapid change brought about due to
technological, economic, political and social changes. It is no longer the case that the managers and
employees of firms in this decade can look forward to more of the same every year. In fact, the pace of
change is so rapid and the degree of obsolescence if organizations resist change is so brutal that the only
way out for many firms is to change or perish. In this context, it becomes critical that organizations develop the capabilities to adapt and steer change in their advantage.

The role of senior managers becomes crucial in driving through change and ensuring that firms are well
placed with respect to their competitors. However, it is the case that in many organizations, senior
managers actively resist change and in fact thwart change initiatives due to a variety of reasons which would be explored in subsequent sections. This essay examines the barriers to change by senior managers and discusses approaches to mitigate such resistance. The essay begins with a discussion n the role of senior managers as barriers to change and then outlines some approaches on how to get the senior managers onboard for change.



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