Personal Development Strategies and Their Impact on Reducing Resistance to Organizational Changes

Abstract

This study aims to examine the impact of personal development strategies on reducing resistance to organizational changes. This research employed a qualitative approach using semi-structured interviews. Participants included 21 managers and employees from organizations based in Tehran, selected through purposive sampling. Data were collected until theoretical saturation was achieved and analyzed using NVivo software with open, axial, and selective coding methods. The results indicated that personal development plays a crucial role in reducing resistance to organizational changes. Key influencing factors included self-awareness, continuous learning, communication skills, resilience, and emotional management, all of which contributed to greater acceptance of change. Additionally, managerial support for employees' personal development and the creation of a learning-oriented organizational environment reduced anxiety and uncertainty associated with change. Employees with stronger self-leadership, stress management, and creative problem-solving skills adapted more easily to organizational changes. This study demonstrated that personal development can be an effective strategy for reducing resistance to organizational changes. Organizations can foster a more adaptable work environment by investing in personal development programs, thereby mitigating the negative impact of employee resistance on productivity.