Gestendo i 3 fattori di Resistenza e i passi da compiere https://www.manager.it/default.asp?page=A_chngordie.html

2. Most leaders base the
project on getting the
change accomplished
rather than on getting
people through the
transition.

3. 3 Steps to Transition
1. Saying goodbye
2. Shifting into neutral
3. Moving forward

4. 1. Saying Goodbye

5. Letting Go of the Past

6. 2. Shifting into Neutral

7. 100% Focus on Details

8. Some get stuck here!

9. 3. Moving Forward

10. Resistance Will Happen!

11. Resistance isn’t
the problem
•Management’s reaction to resistance
creates the problems
•The resistors probably don’t see it as
resistance - they see it as survival

12. Three levels of
resistance
1. Information-based
2. Physiological and emotional
3. Bigger stuff

13. 1. Information-based
•Not enough information
•Disagreement with the idea itself
•Not familiar with idea
•Confusion

14. 2. Physiological/
Emotional
• My job is threatened
• My future with the organization
• Respect of my peers

15. 3. Bigger Stuff
• Personal history
• Who you are – race, religion, etc
• Significant disagreement over values
• Transference - the person being resisted
represents someone else (fill in the blank)

16. How to Navigate
Through Change

17. Just for Leaders
• You've already come to terms with the
change
• Understand why people might not want to
change
• Understand that it's the transitions, not the
change, that's causing waves

18. Steps to Take
• Describe the change succinctly
• Plan carefully
• Help people respectfully let go
• Constant communication
• Create temporary solutions when needed
• Model new behavior!

19. Don't do these things!
• Don't confuse novelty with innovation
• Don't confuse motion with action
• Don't keep something going if it “still has a
few good years of life”

20. If you refuse
to change:
• Missed career opportunities
• you'll miss out on the opportunity to expand
your network and your ability to develop new
relationships
• You’ll miss out on the possibility of shaping
your new destiny and reality