The document outlines a process for navigating individual resistance to change and achieving voluntary adoption. It begins by acknowledging that resistance often stems from authority proposing the change and risks of being excluded. It then presents a compilation of factors involved in successful adoption cases, where the individual accepts a new role. These include addressing preexisting needs, emotions around new information, and replacing negative views with a personalized, relevant role and sense of status that motivates acceptance. The process guides replacing resistance with a new, supported mindset promoting the change.

1. Change Navigation
From Personal Resistance to Adoption

2. The Big-Picture Compilation
The following notes navigate key issues in bringing an individual recruited for
change acceptance from an initial reluctance to a voluntary adoption.

3. Resistance
with threat of
exclusion
Adoption with
strengthened
status
An argument can be made that the most difficult “problem” a
person has with a proposed change comes from two things:
(1) An authority figure is proposing the change
(2) Not agreeing to the change risks being left out or left behind.
That combination represents only some cases, and in the
extreme, the second issue is exaggerated by the first.
Nonetheless, taken as a problem to solve, it poses multiple
general challenges -- that are named and compiled in the
following information.
The compilation arranges detailed factors to demonstrate that in
successful cases, the affected individual agrees to the change by
discovering and accepting a Role. It shows a left-to-right logical
progression. The initial display of the full compilation is followed
by a step-by-step review.

4. Preference
Appreciation
Relevance
Access
Communication
Status
Motivation
Autonomy
Benefit
Offer
Exclusion
Inhibition
Uncertainty
Fear
Surprise
Missing
To Be Defined (bottom up)
Felt Predisposition (top down)
Resistance
Disagreement
Discomfort-Confusion
Risk of Loss
Need or expectation
due to
stemming from
about
regarding
Role
Goal
Confidence
Trade-off
Opportunity
in a defined
pursuing
Backed by
Gained with
Needed
Creating a supported mindset for change adoption
Aspects
To
Resolve
Aspects
To
Promote
Mindset
©2015 Malcolm Ryder / Archestra Research

5. Getting To Yes
The Course of the Progress

6. Exclusion
Inhibition
Uncertainty
Fear
Surprise
Felt
Identify and acknowledge current experiences
Aspects
To
Resolve
The initial presentation of a proposed change
can invoke (or provoke) a wide range of
unsupportive emotional reactions.
©2015 Malcolm Ryder / Archestra Research

7. Exclusion
Inhibition
Uncertainty
Fear
Surprise
Felt
Recognize how predisposition reflects experiences
Predisposition (top down)
Resistance
Disagreement
Discomfort-Confusion
Risk of Loss
Need or expectation
due to
stemming from
about
regarding
Individual personal resistance to
change can usually be
“deconstructed” to some
underlying decisive level (type) of
concern. This illustration shows
how different concerns may
originate and how they can both
(a.) often occur together, and
(b.) hierarchically relate to each
other, effectively hosting multiple
types and depths of emotion in
one overt behavior.
©2015 Malcolm Ryder / Archestra Research

8. Exclusion
Inhibition
Uncertainty
Fear
Surprise
Felt
Per predispositions: develop, align and present what is needed
Predisposition (top down)
Resistance
Disagreement
Discomfort-Confusion
Risk of Loss
Need or expectation
due to
stemming from
about
regarding
Preference
Appreciation
Relevance
Access
Communication
Missing
(Needed)
Because we can anticipate
predisposition, it should be
addressed both pre-emptively
and reactively, as necessary for
any of its types. The objective is
to present the individual person
with a coherent set of the
characteristics of the change
that obviate the person’s
respective concerns. Otherwise,
the lack of relevant
characteristics increases the
probability of resistance.
©2015 Malcolm Ryder / Archestra Research

9. Exclusion
Inhibition
Uncertainty
Fear
Surprise
Felt
Replace negative predisposition with positive anticipation
Predisposition (top down)
Resistance
Disagreement
Discomfort-Confusion
Risk of Loss
Need or expectation
due to
stemming from
about
regarding
Preference
Appreciation
Relevance
Access
Communication
Missing
Needed To Be Defined (bottom up)
Role
Goal
Confidence
Trade-off
Opportunity
in a defined
pursuing
Backed by
Gained with
The individual is
presented with a
view of the change
that is personalized
to their concerns,
while showing why
it makes sense for
them to embrace it.
This will translate to
a new mindset that
leaves resistance
behind.
©2015 Malcolm Ryder / Archestra Research

10. Acceptance
Everyone has existing needs and expectations. Initially, the gap between the current way of
having those met, and something intended to replace that, can be surprising to a halting
degree. Ideally, if the gap is bridged, the affected individual can have a well-determined
role – including an accompanying personal sense of status that is significant enough to be
more valuable to the person than what they’ve already had to date.

11. Preference
Appreciation
Relevance
Access
Communication
Status
Benefit
Offer
Exclusion
Inhibition
Uncertainty
Fear
Surprise
Missing
To Be Defined (bottom up) Mindset
Felt Predisposition (top down)
Resistance
Disagreement
Discomfort-Confusion
Risk of Loss
Need or expectation
due to
stemming from
about
regarding
Role
Trade-off
Opportunity
in a defined
Backed by
Gained with
Needed
New mindset must be supported with promotion and validation
Motivation
Autonomy
Goal
Confidence
pursuing
©2015 Malcolm Ryder / Archestra Research
Aspects
To
Resolve
Aspects
To
Promote

12. ©2015 Malcolm Ryder / Archestra Research
www.archestra.com
mryder@archestra.com