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Topic: Resistance to change

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	Using Resistance for Change
		Theories of planned change acknowledge the presence of forces for change and for resistance to change, but resistance tends to be interpreted as the client's problem (the coach is usually seen as a source of positive energy).
		It is inherently contradictory to argue on the one hand that change occurs through a relationship and on the other hand that resistance to change is not a property of the relationship, but rather is the fault of only one party.
		If team members are "resisting" their manager's directives, for example, we might facilitate group meetings where we communicate the need for change and encourage group plans to enact the change.
	www.breakoutofthebox.com /changetheory.htm (1254 words)

	Glossary: Change Resistance
		At the individual social agent level, change resistance is the refusal of a person or organization to fully support or adopt new behavior.
		In the field of organizational development change resistance is also known as resistance to change, organizational momentum, or inertia.
		Change resistance tends to be high when an agent perceives they will be worse off if they adopt the new behavior, such as when the short term losses outweigh the long term benefits.
	www.thwink.org /sustain/glossary/ChangeResistance.htm (784 words)

	The CEO Refresher - Managing Resistance to Change (Site not responding. Last check: 2007-10-17)
		Resistance to change is one of the most powerful drivers of human behavior, and the key to dealing with it effectively is to understand both its physical and emotional components.
		It is the reason why all too often, human beings automatically react to change with resistance, even before they fully understand the nature of the change.
		The only way to overcome this resistance is to convince employees that the changes or new initiatives enhance their ability to 'survive'.
	www.refresher.com /aanrchange.html (1349 words)

	Signs of resistance
		When resistance to change occurs, then it is very helpful to be able to spot it coming and hence respond appropriately to it (rather than be surprised when the change mysteriously fails).
		Covert resistance is deliberate resistance to change, but done in a manner that allows the perpetrators to appear as if they are not resisting.
		Overt resistance does not try to hide, and is a result either of someone comfortable with their power, someone for whom covert acts are against their values, or someone who is desperate.
	changingminds.org /disciplines/change_management/resistance_change/sign_resistance.htm (862 words)

	Change management - Wikipedia, the free encyclopedia
		Organizational change management is the process of developing a planned approach to change in an organization.
		The discipline of change management deals primarily with the human aspect of change, and is therefore related to pure and industrial psychology.
		Change management can be either 'reactive', in which case management is responding to changes in the macroenvironment (that is, the source of the change is external), or proactive, in which case management is initiating the change in order to achieve a desired goal (that is, the source of the change is internal).
	en.wikipedia.org /wiki/Resistance_to_change (1875 words)

	Resistance to Change
		The root cause for this resistance is fear; it is the ego that fears for its extinction.
		Symbols of resistance are acknowledgements for me that I can relate to and move past from awareness of their existence, and they do not need to be changed or ignored, but simply noticed as I would notice a turn in my path or a pothole in the road.
		Resistance may be a human condition, but it is also spiritual because that is what we are, and it has purpose.
	www.klienwachter.com /adarticles/Article/Resistance-to-Change/72 (1492 words)

	Change Leadership
		When decisions are made, announced, and changes are expected to be made immediately, people may feel shock or threatened and may mount resistance (this is probably the most common reason why people resist change).
		Change forces people to question familiar routines and possibly make mistakes on tasks that were previously performed effortlessly and error-free.
		Changes in the workplace can disrupt family routines or personal plans, and people may resist in order to maintain order outside of the workplace.
	professionalinsights.com /change_mgmt.htm (992 words)

	Employee Resistance to Organizational Change
		According to Hultman (1995), it is important to distinguish between the symptoms of resistance to change, and the causes behind it.
		The change is not challenged, but rather is it resisted, or not implemented at all because the employee faces additional issue or concerns related to the change.
		Piderit (2000) points out that what some managers may perceive as disrespectful or unfounded resistance to change might be motivated by an individual's ethical principles or by their desire to protect what they feel is the best interests of the organization.
	www.newfoundations.com /OrgTheory/Bolognese721.html (2889 words)

	Qm2 Management Briefing - Resistance to Change
		Since much of the compact is unwritten and not discussed, it is extremely difficult for the resister to articulate the impact on him or her.
		General resistance may reflect the resister's resentment or fear towards the organization as a whole or others in it.
		As the resister responds to questions like these, he or she will be working with you towards, rather than against, the objective.
	www.qm2.org /mbriefs/92.html (1256 words)

	Managing Resistance to Change - Graziadio Business Report
		Resistance to change has different effects depending on whether the change is a matter of strategic adaptation or strategic revision.
		Resistance to change in strategic adaptation is potentially more of an issue because such a change requires a high level of organization change and is also more dependent on organization members to change.
		Conversely, resistance to change in strategic revision is less of an issue because such change requires a low level of organization change, and most organization members do not need to change.
	gbr.pepperdine.edu /051/resistance.html (2740 words)

	Resistance to Change - USWebPros Articles
		The root cause for this resistance is fear; it is the ego that fears for its extinction.
		Symbols of resistance are acknowledgements for me that I can relate to and move past from awareness of their existence, and they do not need to be changed or ignored, but simply noticed as I would notice a turn in my path or a pothole in the road.
		Resistance may be a human condition, but it is also spiritual because that is what we are, and it has purpose.
	www.uswebpros.com /?Resistance_to_Change_13&a=1394 (1442 words)

	The National Center for State Courts - Home Page (Site not responding. Last check: 2007-10-17)
		Change management under this strategy is thus based on the communication of information and the proffering of incentives.
		Change management under this approach is based on redefining and reinterpreting existing norms and values, and developing commitments to new ones.
		Resistance: Those who have been made uncomfortable may be angry and critical of the changes that are underway.
	www.ncsconline.org /WC/FAQs/ChangeFAQ.htm (1708 words)

	The Center For Stable Change - About Us
		A universal, normal human reaction to change is resistance to change.
		Resistance sabotages change efforts by preventing those involved from "doing their part" to make the change a success.
		Young is President of the Center for Stable Change, a consulting firm based in New York City specializing in transforming resistance to change into commitment and support.
	www.stablechange.com /about_us (328 words)

	Employee Resistance to Change - Associated Content
		Change is a common occurrence within organizations, and resistance to change is just as common.
		Resistance to change can be broken down into three groups: organization-level resistance, group-level resistance, and individual-level resistance (George et al.).
		Mechanistic Structure - Resistance to change due to mechanistic structure occurs because employees working "within a mechanistic structure are expected to act in certain ways and do not develop the initiative to adjust their behavior to changing conditions" (George et al.).
	www.associatedcontent.com /article/121002/employee_resistance_to_change.html (491 words)

	Resistance to change
		Change agents can bring innovation for the user by examining their preconceived notions about the way things should be done.
		Personnel have to be receptive to change themselves, they have to be able to evaluate new ideas objectively and see their users --not as they have been --but as they might be.
		Any change likely to cause a loss of rights or job security will need to have significant benefits for an organization to be willing to risk trying it out.
	www.uwm.edu /Dept/CUTS/bench/change.htm (1087 words)

	Change resistance
		Employees were opposed to changes that increased the performance and process measurement of their work.
		Some employees felt that the change would eliminate the need for their job, while others were unsure of their own abilities and skills in the new environment.
		Managers perceived the changes as infringements on their autonomy, and some participants indicated that the change was even perceived as a personal attack on the managers.
	www.prosci.com /tutorial-resistance.htm (1201 words)

	Resistance to Change - Editorial by Philip Trostel - Margaret Chase Smith Center for Public Policy
		I wrote a column last month (BDN, Dec. 11) arguing that resistance to change is the biggest obstacle to faster prosperity growth in Maine (and in every other state).
		Resistance to change generally comes from economic immobility, that is, the lack of economic alternatives.
		We can also choose to embrace change by investing in that which does not become obsolete; that is, in people with general skills in problem-solving and communication.
	www.umaine.edu /mcsc/AboutUs/Presentations/resistance.htm (841 words)

	Change Management Learning Center - Key activities for change management leaders, sponsors and executives
		resistance to change as the norm and not the exception.
		Your goal for change management is not to eliminate resistance, but rather to minimize the impact this resistance has on employees and the business.
		The goal of effective change management is to achieve the curve shown in the figure above where the organization avoids the initial shock and minimizes or avoids the time in the red-zone.
	www.change-management.com /tutorial-resistance-mod1.htm (986 words)

	Metrus Group - People Issues and the Bottom Line
		Employees feeling that the strategy or change initiative is not suited to the problems - or that the problems are not strong enough to justify the change.
		Therefore, resistance to change can be overcome with communication, involvement, and alignment of the organization under a cohesive strategy.
		Because our change management process is strategic and measurement driven, the root-cause analysis is a reasoned, fact-based search to explain the causes of problems, and find a common ground for taking action.
	www.metrus.com /issues/resistance.html (300 words)

	CareerJournal \| How to Overcome Resistance to Change
		For Homo sapiens, resistance to anything they don't understand or don't like is the normal state of affairs.
		What he learned, he says, is that people have three levels of resistance: "I don't get it, I don't like it, or I don't like you." The first level, he says, is the easiest to overcome, because it's based on a shortage of information.
		There is a cycle of change in an organization, says Glade Wilkes, vice president of safety for Great West Casualty Co. It starts with recognition of a problem, then proceeds to the formulation of ideas for change, implementation of those ideas and then, hopefully, the integration of the change into the company's culture.
	www.careerjournal.com /myc/climbing/20020702-careercorner.html (1463 words)

	Overcoming resistance to change
		In essence, life is a series of attempts to resist change, sometimes to incorporate a change that can't be opposed, and then to resist any new changes.
		If they haven't participated in a change campaign before, at least knowingly, they are likely to feel as if their burden is unique: "Nobody knows the trouble I've seen." This is all the more reason to convene the group periodically so its members can share their observations and insights.
		While change managers naturally jump into a campaign seeking to reach full speed in short order, the reality, proven through the ages, is that the best change campaigns start at a measured, deliberate pace.
	www.humboldt.edu /~campbell/p403rdg_orgchg1.htm (2523 words)

	Change management tools for managing and leading organizational change
		Knowing how to avoid resistance to change in organizations and build support for your ideas is the most important tool for managing change well.
		Resistance to change in organizations kills otherwise important projects and new initiatives.
		Resistance to change is treated with the respect it deserves-and Rick Maurer reveals the great power and leverage that come from embracing resistance.
	www.beyondresistance.com /htm/7book.html (771 words)

	Six Change Approaches (Kotter)
		The Six (6) Change Approaches of Kotter and Schlesinger is a model to prevent, decrease or minimize resistance to change in organizations.
		Some people are more concerned with the implication of the change for themselves and how it may affect their own interests, rather than considering the effects for the success of the business.
		The basis of resistance to change is likely to be: the perception that there will be some form of detrimental effect occasioned by the change in the organization.
	www.12manage.com /methods_kotter_change_approaches.html (643 words)

	Curricular Change, Resistance, and Leadership (Site not responding. Last check: 2007-10-17)
		The one-page introduction provides brief descriptions of six areas related to curricular change: change theories, culture and cultural change, leadership, resistance, energy and vision, and faculty development and systemic change.
		In addition to curricular changes, the FC has undertaken a qualitative research project that examines processes through which coalition partners have initiated and attempted to sustain curricular change.
		It is important to emphasize that the focus of the study is the process of curricular change, not content of new curricula.
	www.foundationcoalition.org /home/keycomponents/change.html (759 words)

	Managing Resistance to Change
		Employees resist change for a wide variety of reasons, ranging from a straightforward intellectual disagreement over facts to deep-seated psychological prejudices.
		Change recipients who are dead against the change will either resist overtly, voicing their objections loudly and often, or covertly.
		They may agree dispassionately that the change will be of benefit to the organization, or they may stand to receive some personal gain from the change, such as a guarantee of job security, more status or a higher salary.
	www.businessperform.com /html/managing_resistance.html (1086 words)

	Overcoming Resistance to Change, from Change Management Group - Business White Papers, Webcasts and Case Studies - ... (Site not responding. Last check: 2007-10-17)
		A primary determinate of the future success of an organization is the leadership’s ability to assimilate change, then formulate and articulate a clear vision, accompanied by implementation of succinct strategic goals and objectives.
		The introduction and management of change are two of the most critical elements of leadership for the future.
		Change managers are willing to compromise and lead the consensus decision-making process toward a culture that rewards new behaviors.
	jobfunctions.bnet.com /whitepaper.aspx?docid=59792 (466 words)

	Is resistance to change holding your business back? (Site not responding. Last check: 2007-10-17)
		A survey of 500 executives concluded that resistance was the main reason why organizational changes fail.
		While resistance is always a problem, it is especially harmful during an economic slowdown.
		While preventing resistance completely is unrealistic, the ability to manage resistance has emerged as an essential leadership skill.
	www.kenhultman.com /resistance-to-change.html (280 words)

	Change Management Keynote Speaker, Training and Information
		Garrison Wynn's change management Keynote Presentations address common problems leaders and change management teams face during mergers, acquisitions and organizational change using high impact humor, research results from highly successfully managers and organizations, customized content based on interviews and/or change assessments with your key people.
		Our studies show that to make change work, we have to prove to our key people that the change means getting better (or at least equal) results than the old way, assure them that their experience has value, and then get them to spread that message through the organization.
		It is important for executives to communicate a structured change process showing where we the company is going, how they are going to get there and what results they expect at the end.
	www.managingchange.biz (1100 words)

	Managing Change - Resistance To Change 1
		By Robert Bacal, M.A. No matter whether a change is of major proportions or is objectively rather small, the change manager must anticipate that people in the organization are going to find reasons to resist changes.
		The employee consents to the change by saying: "You're the boss, and if that's what you want..." Later the employee only changes what he is doing enough to appear cooperative, but is in fact doing most things the way he was before the change.
		This applies not only at the introduction of the change, but there must be follow-through, so that the change manager monitors the change over the long-term, being alert for difficulties as the appear.
	www.work911.com /managingchange/resistancetochange1.htm (750 words)

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