Hidden changes can have a negative impact on those who oppose them

Negative stakeholders often focus more on creating obstacles than contributing to the success of a project. Project managers are known for hiding changes from them. This is a common example: In the case of organizational restructuring, most people would oppose any changes. Therefore, you hide all changes at the beginning and make it visible only after implementation. Some people talk too much without understanding the true impact. These people are interested in making noise, so they will sometimes hide changes from project managers. However, be careful and make sure your manager is aware of everything you are doing.
You can’t hide change and be trusted. It is important to consider why people might oppose change. Fear is the most common reason people may oppose change. It is normal to raise warning flags when you are concerned about the consequences of changes in the environment. Trust will come from being transparent. Listen to those who are opposed to the change and try their problems first. Next, make sure to address those issues directly by inviting those who oppose the change into the process.
People confess that they hide changes from fear of the consequences. They were afraid of the consequences and it always came back to bite them. It is better to communicate the issue upfront and make sure communication flows smoothly. While you may not like the answer, and there may be a conflict, it is better to accept it and learn from it.
If the project manager adds in a change that is opposed by a sponsor, the project manager is only an enabler of the change. It is not recommended to implement any change without authority. Honesty must be the first attribute of a PM. Face the problem, you should meet your opponents and listen to their reasons for opposing the change. If they have valid points, it should be considered. If not, the project manager should attempt to dispel their doubts by providing satisfactory explanations or answering their questions so that they feel comfortable and satisfied. This will help you gain their support for the change.
Hidden Change: The disadvantages
Refusing to acknowledge the change could delay the inevitable confrontation
People who value transparency and sincerity in communication tend to be more annoyed when they find out that the change was not known.
Hidden change can cause damage to few relationships and break down few bridges
To ease the pain later, it is important to have excellent communication skills and interpersonal skills in “Managing difficult conversations”.
It is always safe to explore all options before making the decision to hide the change “even in your organization’s interest”. It may have been a bad idea. If it isn’t, it will likely move forward with those who opposed the idea. Consequently, fears can be noted, and possible issues may be adequately addressed.

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