Unlock the Resistance to Change: Key Strategies that Work

Transcription

1 Unlock the Resistance to Change: Key Strategies that Work 1

2 Change is the law of life and those who look only to the past or present are certain to miss the future. ~ John F. Kennedy 35 th U.S. President 2

3 Change is Inevitable Business growth or decline Marketplace shifts Economic factors Environmental factors New leadership New technology New competitors and so many other dynamics 3

4 Why Do Some People Avoid Change? 4

5 Primarily a Fear of Loss Fear the loss of: Control Autonomy Security Predictability Harmony Acceptance 5

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7 How Can You Get Around the Fear? Understand reaction to fear comes out in behavior Learn to understand behavior and uncover the reason for the fear When you know the reason behind the fear you can help create benefits to the change that has been feared 7

8 Understanding Behavior We divide behavior into four quadrants Our Dimensional Model of Behavior DIRECT How they handle situations INDIRECT 8 8

9 WITHOUT REGARD Our Dimensional Model of Behavior DIRECT How they handle people RESPONSIVE INDIRECT 9 9

10 WITHOUT REGARD Very direct and without regard for others DIRECT Q1 Excludes, orders, argues, & disrespects RESPONSIVE INDIRECT 10 10

11 WITHOUT REGARD Indirect with little regard for others DIRECT Q2 Ignores, obeys, resists, & is indifferent RESPONSIVE INDIRECT 11 11

12 WITHOUT REGARD Indirect but responsive to others DIRECT Q3 Joins, complies, agrees, & is harmonious RESPONSIVE INDIRECT 12 12

13 WITHOUT REGARD We advocate Direct and Responsive DIRECT Q4 Includes, asks, discusses, & respects RESPONSIVE INDIRECT 13 13

14 LOW RESPECT Understanding Behavior The full Dimensional Model of Behavior INITIATES Q1 Q4 Excludes, orders, argues, & disrespects Q2 Ignores, obeys, resists, & is indifferent Includes, asks, discusses, & respects Q3 Joins, complies, agrees, & is harmonious HIGH RESPECT AVOIDS 14

15 How to Approach Resolution With Each Behavior Uncovering the Fear of Loss: Q1 Fear of Losing: Independence and esteem Q4 Fear of Losing: Self-realization and independence Q2 Fear of Losing: Security and esteem Q3 Fear of Losing: Acceptance and esteem 15

16 The Fear Examples Q1 I m afraid with this merger no one will listen to me anymore and I will lose control. Q4 I m afraid I may not do well enough in my new leadership role. Q2 I m afraid with my new boss that everything is going to change. Q3 I m afraid now that I lead the group no one will like me. 16

17 Benefits to Help Overcome the Fear Q1 Fear of Losing: Independence and esteem Benefits around... Control, autonomy, and influence Q4 Fear of Losing: Self-realization and independence Benefits around... Learning, growth, and collaboration Q2 Fear of Losing: Security and esteem Benefits around... Predictability, stability, and low risk Q3 Fear of Losing: Acceptance and esteem Benefits around... Acceptance, interaction, and harmony 17

18 Once You Understand the Behavior How Do You Start the Change? Everyone goes through a Change Curve 18

19 Personal Change Curve 19

20 Personal Change Curve In stage 1 people need information and support That information decides how quickly they move into stage 2 and how long they may stay in stage 2 20

21 Personal Change Curve In stage 2 people need more information and require additional support. Key is uncovering the fear or resistance to the change you have to understand the problem. This support and information should be based on benefits that match the behavior displayed. No cheerleading. 21

22 You Have to Understand the Problem Check out this clip from the movie Moneyball. *Psychological Associates did not create or post this clip. We do not claim any rights to this clip. 22

23 Personal Change Curve Leaders need to move into stage 3 quickly so they don t get stuck in stage 2 and lead people right into it with them and out of the company. People in stage 3 need a lot of direction and positive feedback. 23

24 Personal Change Curve In stage 4 people have accepted the change but still require involvement and ownership. 24

25 Personal Change Curve With enough information and support a person could stay above the line and progress to stage 4 much more quickly. This can save a company a lot of time and money. Typically in a business change (a new job, a merger, etc) it takes approximately 6 months to be moving into stage 3. 25

26 Organizational Change Types People often try to address problems like they are technical in nature when most problems are actually adaptive in nature. Technical Clearly defined problem Technical solution available Requires little new learning Provided by experts Adaptive Problem definition unclear (and often contested) No obvious solution Requires change and learning at many levels Requires internal collaboration and involvement at all levels Heifetz and Linsky (2002). Leadership on the Line. 26

27 Addressing Resistance How do you win the battle? What is the resistance telling your company? Be informed by the resistance FIRST Deal with the brutal facts Position leaders who have political skills first and technical skills second Provide support, involvement, and direction Move out those who need to go 27

28 Key Mistakes What does not work in change management? Mistake an adaptive change for a technical change Apply a technical solution to an adaptive problem Assume resistance is primarily about problematic employees and do not look deeper Overlook how your company s mindset contributes Heifetz and Linsky (2002). Leadership on the Line. 28

29 Key Strategies What works in change management? Confront the brutal facts Make sure those who are part of the problem are part of the solution Maintain focus Regulate distress and build competencies Take responsibility Accept there will be some casualties Heifetz and Linsky (2002). Leadership on the Line. Collins, J. (2001). Good to Great. 29

30 How Psychological Associates Can Help Solutions we offer that manage resistance to change LEADERSHIP THROUGH PEOPLE SKILLS THE PROFICIENT EXECUTIVE Team Scorecard Executive Coaching Competency Modeling Senior Team Building 30

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