Resistance to change

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Resistance to change

  1. 1. Resistance to Change<br />
  2. 2. Signs of resistance to change<br />Being critical<br />Finding fault<br />Ridiculing<br />Appealing to fear<br />Use facts selectively<br />Blaming or accusing<br />Sabotaging<br />Intimidating or threatening<br />Manipulating<br />Distorting facts<br />Blocking<br />Undermining<br />Starting rumors<br />Arguing<br />
  3. 3. Passive Resistance<br />Agreeing verbally but not following through<br />Failing to implement change<br />Procrastinating or dragging one’s feet<br />Feigning ignorance<br />Withholding information, suggestions, help or support<br />Standing by and allowing change to fail<br />
  4. 4. Reasons for Resistance to Change<br />Dislike of change<br />Discomfort with uncertainty<br />Perceived –ve effect of interests<br />Attachment to the established culture<br />Perceived breach of psychological contract<br />Lack of conviction that change is needed<br />Lack of clarity as to what is expected<br />Belief that the specific change being proposed is inappropriate<br />
  5. 5. Reasons for Resistance to Change-contd<br />Belief that timing is wrong<br />Excessive change<br />Cumulative effect of other changes<br />Perceived clash with ethics<br />Reaction to the experience of previous changes<br />Disagreement with way change is being managed<br />
  6. 6. Outcomes to cause positive reaction to change<br />Security<br />Money<br />Authority<br />Status / prestige<br />Responsibility<br />Better working conditions<br />Self-satisfaction<br />Better personal contacts<br />Less time & effort<br />
  7. 7. Power of Resistance<br />Maintain clear focus<br />Embrace resistance<br />Respect those who resist<br />Relax<br />Join with the resistance<br />
  8. 8. Factors Causing Resistance to Change<br />Fear of Unknown<br />Loss of Control <br />Loss of Face<br />Loss of Complacency <br />Need for Security<br />Poor Timing<br />Force of Habit<br />Lack of Support<br />Lack of Confidence<br />Lingering Resentment<br />
  9. 9. Resistance & Response<br />I don’t want to<br />Tell me exactly what you want me to do<br />I will do it next week.<br />Wow! Great!!<br />It would be better if it is implemented in XYZ dept.<br />Why? Whats your concern?<br />What aspects are unclear to you?<br />Is there anything important preventing you from doing it tomorrow?<br />I am pleased. When can I expect & what from you?<br />I appreciate your concern. We have plans for them also. I want you to do…<br />
  10. 10. X is not going to like this<br />You owe me one<br />See what you are making me do<br />We have always done it this way<br />X is supportive (or) I will discuss with X separately. What is your view?<br />I have not forgotten. But I need your support in this one.<br />We can discuss…But we need to do this.<br />How can we ensure that the new way incorporates best of traditional way?<br />Resistance & Response<br />
  11. 11. Responding to Resistance<br />When did you first become aware?<br />What form did it take?<br />What were your first thoughts?<br />What made you decide that you had to do something?<br />What actions did you take?<br />What was the impact – short term? Long term?<br />Would you do anything differently?<br />
  12. 12. Methods for Managing resistance to change<br />
  13. 13. Seven Stage Model of Consulting Process<br />The development of a need for change. (unfreezing)<br />The establishment of a change relationship. (between client and consultant)<br />The clarification or diagnosis of client system’s problems<br />The examination of alternative routes and goals, establishing goals and intentions of actions<br />The transformation of intentions into actual change efforts. (change)<br />The generalization and stabilization of change. (Refreezing)<br />Achieving a terminal relationship. (terminating client-consultant relationship)<br />
  14. 14. Inertia in Formulation Stage<br />
  15. 15. Inertia In Implementation Stage<br />

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