Dealing with Resistance to Change

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Six Change Approaches > Best Practices > Dealing with Resistance to Change

Dealing with Resistance to Change
Madaiah, Management Consultant, India, Member
- MAINTAINING STATUS QUO means living and working within the known and the comfort zone.
- CHANGE means going beyond frontiers of the known, learning to work with new challenges.
- RESISTANCE TO CHANGE means avoiding newer responsibilities of learning and coping.
Those who tend to take ownership of the processes welcome change and those who work as servants resist changes.
From this perspective, facilitating the team to take ownership of processes is a critical core to work through resistance.

Managing People Who Resist your Suggestions
mary, South Africa, Member
At times it's a challenge to manage people who are uncooperative. And you may be in the situation that you don't have a strong support structure as a manager.
What is the best way of dealing with such situations?

Managing People Who Resist Change
Simon Lum, Consultant, Australia, Member
@Mary: When people are engaged and involved in the change there will be less or no resistance. People resist when change happens to them rather than they being involved in the change, because then there's no ownership. When people are forced to change, that change may not be sustainable.

Facilitating the Team to Take Ownership of Process to Deal with Resistance to Change is Problematic
Abdourahmane DIOP, Management Consultant, Senegal, Member
Facilitating the team to take ownership of process" is a formula which is very difficult to give a concrete meaning. In fact, resistance to change, rather than refusing newer responsibilities, means uncertainty about the future? Considering that, the best way to deal with the matter is to share information and collect any opinions that appear in opposition of the change project. Those are important inputs that are to be taken into account to conceive the messages which will bring clearness and serenity to all shareholders. Very often, resistance to change is merely due to lack of information or frustration due to non-association in the process of decision making.

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