Navigating Resistance To Change

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The document discusses overcoming resistance to change when implementing new technology in organizations. It identifies that staff resistance is one of the biggest factors that complicates half of all technology implementation projects. It notes that viewing a project simply as technology implementation, business as usual, or infrastructure misses the key point that the desired outcome is to transform and do things differently in the business. The document provides tips for overcoming resistance such as securing leadership support, involving employees, addressing the underlying fears and concerns of employees, and focusing on communication and building trust.

Business Technology

Overcoming Resistance to Change Emma C. Hamer E. Hamer Associates Ltd. Career and Performance Consultants

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Scientist and novelist C.P. Snow wrote that social change was "so slow that it would pass unnoticed in one person's lifetime. That is no longer so. The rate of change has increased so much that our imagination can't keep up." Two of the most critical elements of leadership are the introduction and management of change. Most organizations rise or fall based on how well they manage the introduction of change and the control of uninvited changes in their environment.

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Overview To thrive in an environment that’s filled with constant change, it’s important to understand how to harness human response to support a sustainable future. Proactively managing organizational change results in a corporate culture that is optimistic—fueled by empowered leadership and employees who feel valued and secure. Helping individuals and teams to recognize the predictable path of transitioning through change can foster innovation and improve business agility. What You Will Learn • Understand how the human brain responds to change • Learn five different ways to reduce threat and increase resilience • Identify a predictable path of responding to change • How to lead teams from resistance to performance

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Most leaders encounter resistance to change. The resistance can take various forms. People can protest the implementation plan, the approach, your leadership, the font size used in change communications, and the decision to change in the first place. This new infographic on resistance highlights the work of three masters. Rick Maurer’s Three Types of Resistance is a classic method of understanding why people resist and how to respond effectively. Ingrid Bens teaches us how to have conversations about resistance in ways that work. The late Herb Shepard’s teachings offer wisdom from his years of work with organizations. Use this infographic to help decide how to handle the inevitable challenges and pushback that arise during change.

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PowerPoint Presentation Content Slides Include: • Learning objectives for this presentation • Definition/s of change • Etymology change (3 points) • Etymology innovation (3 points) • Etymology challenge (3 points) • Why change (9 points) • Why innovate (7 points) • Why challenge (5 points) • Difficulties with change (5 points) • Organizational change (14 points) • Change, transition, and transformation Venn diagram (3 points) • ADKAR model (17 points + 1 graphics) • Change management (12 points) • The effect of the change (10 points) • 3 phases of change (3 points) • John Kotter’s 8 steps for change (8 points) • Responses to change (6 points) • The challenges of change (10+ slides) • Organizational change (4 points) • Maintenance organizations (10 points) • Parallel organizations (10 points) • The difference between change, transition, and transformation • The ADKAR model and change management (6 slides) • Stages of change acceptance (5 points) • Understanding loss (5 slides) • Resistance to change (10 points) • Recognizing resistance (13 points) • Resistance and the four phases of change transition (20 slides) • The management of each phase (5 slides) • Standard stages of change and in-depth descriptions of each (5 slides) • Turning avoidance into acceptance (10 slides) • Plans for success (3 slides) • Process action plans (4 slides) • Rules for stifling innovation (10 points) • Actions steps (16 points)

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