change management

2. Images of Managing Change
Images
Perspective on Resistance to Change
Director
Resistance signifies that not everyone is on board with the
change program. Managerial skills can be acquired to
overcome this.
Resistance to
Change
Navigator
Signs of
Resistance:
-Active
-Passive
Resistance is expected and represents different interests
within the organization. It should be overcome but this is not
always possible.
Caretaker
Resistance is short-lived and change will occur regardless of
attempts to stop it.
Coach
Resistance is to be expected and managers need to show
others that the resistance does not promote effective
teamwork.
Interpreter
Resistance occurs when the change is not interpreted well or
understood. The manager’s role is to clarify the meaning of
change.
Nurturer
Resistance is irrelevant to whether the change will occur.
Resistance is a matter of guesswork by the resistor.
Images of
Managing
Change
Why Change is
Resisted?
Managing
Resistance
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3. Resistance to Change
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
 Resistance is a very real and common issue that is faced by change
managers during the process of change.
 It can be considered “tridimensional” – made up of three
components:
 Affective: how a person feels about change
 Cognitive: what they think about it
 Behavioural: how they act or what they do in the face of change.
 The behavioural response may take active or passive forms.
Why Change is
Resisted?
Managing
Resistance
6-3

4. Signs of Resistance: Active
Images of
Managing
Change
• Being critical
• Intimidating or threatening
• Finding fault
• Manipulating
Resistance to
Change
• Ridiculing
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?
Managing
Resistance
• Appealing to fear
• Distorting facts
• Blocking
• Using facts selectively
• Blaming or accusing
• Sabotaging
• Undermining
• Starting rumours
• Arguing

5. Signs of Resistance: Passive
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?
Managing
Resistance
 Agreeing verbally but not following through (“malicious compliance”)
 Failing to implement change
 Procrastinating or dragging one’s feet
 Feigning ignorance
 Withholding information, suggestions, help, or support
 Standing by and allowing change to fail
6-5

6. Why Change is Resisted?
Images of
Managing
Change
 Dislike of change
 Discomfort with uncertainty
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
 Perceived negative effects of interests
 Attachment to the organizational culture/identity
 Perceived breach of psychological contract
 Lack of conviction that change is needed
Why Change is
Resisted?
 Lack of clarity as to what is needed
Managing
Resistance
6-6

7. Why Change is Resisted?
Images of
Managing
Change
Resistance to
Change
 Belief that the specific change being proposed is inappropriate
 Belief that the timing is wrong
 Excessive change
Signs of
Resistance:
-Active
-Passive
 Cumulative effects of other changes in one’s life
Why Change is
Resisted?
 Disagreement with the way the change is being managed
 Perceived clash with ethics
 Reaction to the experience of previous changes
Managing
Resistance
6-7

8. Managing Resistance
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
Why Change is
Resisted?
Managing
Resistance
 A “Situational” Approach:
 this proposes six methods for managing resistance that should be
chosen based on contextual factors.
Method
Context
Education & Communication
resistance is due to lack of information
Participation & Involvement
Resistance is a reaction to a sense of
exclusion from the process
Facilitation & Support
Resistance is due to anxiety and uncertainty
Negotiation & Agreement
Resistors in a strong position to undermine
the change process
Manipulation & Cooperation
Other methods are too time consuming or
resource demanding
Explicit & Implicit Coercion
Change recipients have little capacity to
resist; survival of the org. is at risk without
the change
6-8

9. Managing Resistance
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
 The Resistance Cycle, aka “Let Nature Take Its Course”:
 here resistance has four psychological states through which people
progress – denial, resistance, exploration and commitment. This has
implications for how managers may intervene.
 “Creative Counters” to Expressions of Resistance:
 this focuses on a micro-aspect of change – comments that might signal
resistance and comments that managers may use to counter the expressed
sentiment.
Why Change is
Resisted?
Managing
Resistance
6-9

10. Managing Resistance
Images of
Managing
Change
 Thought Self-Leadership:
Resistance to
Change
 Tinkering, Kludging, and Pacing:
Signs of
Resistance:
-Active
-Passive
 The “Power of Resistance”:
◦ Resistance to change can be overcome by influencing the perceptions of
individuals that drive the way they react to change.
◦ This reconfigures existing business practices and models to make change
successful.
◦ Resistance can be used to build support for change in the organization.
1.
Managing
Resistance
2.
Embrace resistance,
3.
respect those who resist,
4.
Why Change is
Resisted?
maintain clear focus,
relax,
5.
join with the resistance.
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11. Managing Resistance
Images of
Managing
Change
Resistance to
Change
Signs of
Resistance:
-Active
-Passive
 The Resistance Profile:
 The likely resistors and their reasons for resistance
 The likely strength of the resistors
 The likely manifestations of the resistance
 The potential for the resistance to undermine the change initiative
Why Change is
Resisted?
Managing
Resistance
6-11