1. Resistance to Change

2. Signs of resistance to change Being critical Finding fault Ridiculing Appealing to fear Use facts selectively Blaming or accusing Sabotaging Intimidating or threatening Manipulating Distorting facts Blocking Undermining Starting rumors Arguing

3. Passive Resistance Agreeing verbally but not following through 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

4. Reasons for Resistance to Change Dislike of change Discomfort with uncertainty Perceived –ve effect of interests Attachment to the established culture Perceived breach of psychological contract Lack of conviction that change is needed Lack of clarity as to what is expected Belief that the specific change being proposed is inappropriate

5. Reasons for Resistance to Change-contd Belief that timing is wrong Excessive change Cumulative effect of other changes Perceived clash with ethics Reaction to the experience of previous changes Disagreement with way change is being managed

6. Outcomes to cause positive reaction to change Security Money Authority Status / prestige Responsibility Better working conditions Self-satisfaction Better personal contacts Less time & effort

7. Power of Resistance Maintain clear focus Embrace resistance Respect those who resist Relax Join with the resistance

8. Factors Causing Resistance to Change Fear of Unknown Loss of Control Loss of Face Loss of Complacency Need for Security Poor Timing Force of Habit Lack of Support Lack of Confidence Lingering Resentment

9. Resistance & Response I don’t want to Tell me exactly what you want me to do I will do it next week. Wow! Great!! It would be better if it is implemented in XYZ dept. Why? Whats your concern? What aspects are unclear to you? Is there anything important preventing you from doing it tomorrow? I am pleased. When can I expect & what from you? I appreciate your concern. We have plans for them also. I want you to do…

10. X is not going to like this You owe me one See what you are making me do We have always done it this way X is supportive (or) I will discuss with X separately. What is your view? I have not forgotten. But I need your support in this one. We can discuss…But we need to do this. How can we ensure that the new way incorporates best of traditional way? Resistance & Response

11. Responding to Resistance When did you first become aware? What form did it take? What were your first thoughts? What made you decide that you had to do something? What actions did you take? What was the impact – short term? Long term? Would you do anything differently?

12. Methods for Managing resistance to change

13. Seven Stage Model of Consulting Process The development of a need for change. (unfreezing) The establishment of a change relationship. (between client and consultant) The clarification or diagnosis of client system’s problems The examination of alternative routes and goals, establishing goals and intentions of actions The transformation of intentions into actual change efforts. (change) The generalization and stabilization of change. (Refreezing) Achieving a terminal relationship. (terminating client-consultant relationship)

14. Inertia in Formulation Stage

15. Inertia In Implementation Stage