Change resistance is one of the most misunderstood aspects of change and one of the most difficult to manage well. Resistance will show up in every change effort, even though people are often surprised by it! While many change models and approaches in the popular literature tackle resistance head on, we do this very differently. In fact, managing resistance is a numbers game, and spending to much time on the loudest, but smallest cohort of change stakeholders will undermine the effort entirely. So what happens if you don't "manage" resistance? We discuss how the bell curve and the diffusion of innovation model plays a role in understanding and working with resistance, and how personal choice and autonomy is an important factor in tackling even the most resistant stakeholders.
Affiliate links for references are included below. We earn commissions on purchases made through these links, so if you found our podcast useful, and you want to buy one of the resources below, consider doing it using one of the links below and add to our virtual "tip jar"!
One of the biggest roadblocks encountered in change efforts is change fatigue. Change fatigue can happen at various points and can show up unexpectedly at the end of a transformative or profound change. In present day society after 2 years of a pandemic we are all experiencing a state of change fatigue. This experience can help us become better change leaders and learn how to manage change fatigue and help the people we lead move forward effectively.
Amy Cuddy, Pandemic Flux Syndrome
When we're leading change, we are in control of our own response and outcomes. When change happens to us, it involves a sense of loss. When we experience unexpected or unwanted change that happens to us, we are left grappling with feelings of loss, and grief.
The five stages of grief by Elizabeth Kubler-Ross is an oft-cited and poorly understood framework in change. We discuss the additional sixth stage (added by David Kessler in his groundbreaking work) and how this framework applies to change theory and practice. We discuss why loss and grief isn't linear and why groups of people don't always align on the stage they are experiencing and importantly, how to help others move forward by finding meaning.
5 Stages of Grief
Brené Brown & David Kessler
Affiliate links for references are included below. We earn commissions on purchases made through these links, so if you found our podcast useful, and you want to buy one of the resources below, consider doing it through one of the links below add to our virtual "tip jar"!
What has the last two years of the pandemic taught us, and how can we use these experiences to become better change leaders? Reflections on the lessons of our current circumstances, and the role of empathy in effective change leadership.
The Secret to Leading Organizational Change Is Empathy - Patti Sanchez, December 20, 2018
In sailing, a change in our ultimate destination is called a course change. Deciding to change course is not a quick decision. When setting out on a journey, we set our destination, the ultimate goal of where we are going. When we decide to change course, it is because we're abandoning the previous path and choosing another destination entirely.
So much about change relies on our abilities as humans to respond and react. We're hard wired to avoid and resist change. So how can we change more effectively?
In this podcast we will investigate the leading edge of change practice, discuss how real-world events illustrate how we change, bring change models and methodologies to life, challenge our assumptions and beliefs about change and learn how to become better change leaders.