Pathway of the Quarter: Change Agility

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Week 5: Section 2: Lesson 3: Handling Resistance to Change

  • 1.  Week 5: Section 2: Lesson 3: Handling Resistance to Change

    Posted 06-03-2019 12:44
    Edited by Laura Gibbs 06-03-2019 12:48

    Welcome to Week 5! We are just about halfway through the Pathway!

    This week we are learning about handling resistance to change in the Pathway of the Quarter: Change Agility. We have two pieces of content the Section 2, Lesson 3 which should take about 20 minutes or less.

    I'll see you all Wednesday with our discussion post!



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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 2.  RE: Week 5: Section 2: Lesson 3: Handling Resistance to Change

    Posted 06-05-2019 09:37
    John Kotter's video tells us to leave the no no'ers behind when it comes to change. This idea circles back to resiliency for me- are the no no'ers just not resilient to change? Most likely.Should we take the no nos into consideration even if they want nothing to do with it? John Kotter says no - what do you think?

    • How have you dealt with those who are resistance to change?
    • What do you think is the biggest factor in resistance to change?


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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 3.  RE: Week 5: Section 2: Lesson 3: Handling Resistance to Change

    Posted 06-06-2019 08:27

    Good morning,

     

    I think this is interesting.

     

    Unfortunately, I think in the past we've always spent more time on the no no'ers than the people on board and working collaboratively.  Often, we can get derailed on a project due to a no no'er who is resistant to change.

     

    I think this is a new thought process and would love to hear if others have had success just leaving them behind.

     

    As for the biggest factor behind resistance to change...I think it's not being able to see the change entirely and how it helps ourselves.  I truly believe the resistance is more of "what's in it for me" than it is for "what's best for the whole organization."

     

    Thanks,

    Michelle

     

    Michelle McClelland

    CFO

    Prospera Credit Union

    4830 N. Ballard Rd.

    Appleton, WI 54913

    (p) 920-882-4804

    (f) 920-738-4978

     

    Ask about our LIFEstageTM Personal Guidance program or visit myprospera.com/lifestage.

     

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  • 4.  RE: Week 5: Section 2: Lesson 3: Handling Resistance to Change

    Posted 06-07-2019 07:17
    I appreciate what you shared Michelle. It reminds me of how leaders tend to spend most of their time supporting and leading the lowest performers on their team and tend to forget about some of the high performers. We feel that those that are able to "get on board" with a change don't need us because and we then spend so much energy on those that we want to get on board. But what if they don't? You asked about success others have had with "leaving individuals behind".

    When facing resistance with others, I ask myself some questions -- how critical is this individual to our work? -- not their tasks, but the individual person. Why is it important to have them on board with this change? What have I done to try and remove the barriers -- i.e. is the resistance something I can provide resources to remove barriers?

    Depending on the answers to these questions, I've dug in to support those who have resistance and I've been able to move my focus and energy away from those that resist and focus my energy in better ways. In some cases, the resistors moved along with the change and found success and in others, they moved away from the team or the organization.

    Overall, I feel that we need to make sure that we are aware of how we spend our time and energy supporting those who resist change because how we choose to support and respond to those with resistance can impact how we view the change.

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    Jennifer Stangl
    Director/Professional Development
    CUES Staff
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  • 5.  RE: Week 5: Section 2: Lesson 3: Handling Resistance to Change

    Posted 6 days ago
    Resistance to change is always difficult to deal with; within my organization managers and executives try to work with people who are resistance to change through open communication and training as they see fit. However, in some cases, the employee is too far gone in not caring about the work that they do or they do not have the mental capability to handle the change.

    A leadership consultant also has expressed that if employees are not open to change, then get them out of the way because it is not going to do the organization any good if there is not 100% commitment to the change.

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    Jennifer Ertman
    Executive Administration Assistant
    Parkside Credit Union
    Westland MI
    734.525.0700
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  • 6.  RE: Week 5: Section 2: Lesson 3: Handling Resistance to Change

    Posted 5 days ago
    Jennifer, I like that you included overall engagement and connection to work with resistance. Engaged and connected staff tend to manage through change better than those that are not engaged because, as you mentioned, they care. When you care about something, it is easier to move through the uncomfortable pieces.

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    Jennifer Stangl
    Director/Professional Development
    CUES Staff
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