These slides summarise JP Kotter's theory about why people resist change, the escalating approaches that you can use to overcome this resistance and the main elements of a change matrix. Please use the following link to check out my full article and dog-walking analogy: https://www.linkedin.com/pulse/change-management-taking-lead-when-tackling-jon-stephenson

1. Change Management – tackling resistance to change
Jon Stephenson
https://uk.linkedin.com/in/stephensonjon
• Embed a continuous improvement culture – where people embrace, rather than fear, change
• Follow a clear methodology – see separate slide re JP Kotter’s theories on change management
• Be pragmatic – start with the mindset that it's perfectly normal for people to initially resist change
• Engage with your people to establish why they’re resistant – four potential reasons
• Take the appropriate actions to address their concerns – six escalating approaches
• Create a change matrix – so you can track your progress & actions
• Treat it as a working document – it’s not just a one-off exercise
• Allow people time – to move through their individual change curve
• Provide ongoing support – encourage people to follow your lead!
• Earn their trust – you’ll get less resistance towards your next change

2. Change Management – tackling resistance to change*
* Based upon JP Kotter’s theory
Jon Stephenson
https://uk.linkedin.com/in/stephensonjon
Reasons for resistance
1. Misunderstanding
2. Parochial self-interest
3. Low tolerance to change
4. Different assessment of the situation
Approaches
1. Education and communication
2. Participation and involvement
3. Facilitation and support
4. Negotiation and agreement
5. Manipulation and co-option
6. Explicit and implicit coercion
Change Matrix
1. Score individual importance
2. Assess their current level of buy-in
3. Record the reasons for any resistance
4. Take the appropriate approach
5. Document the actions you’ve taken
6. Repeat steps 1 – 5 as necessary