Pathway of the Quarter: Change Agility

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Week 7: Section 3: Task 1.2 Resistance to Change

  • 1.  Week 7: Section 3: Task 1.2 Resistance to Change

    Posted Jun 19, 2019 10:10 AM

    Hello Everyone,

    We are finished with content in the Pathway of the Quarter: Change Agility. From here on out, we will be in Section 3 which is the Build Your Skill section. You can think of this section (which is included in all the CUES Learning Portal Pathways) as a knowledge check.

    Take a peek at Section 3, Task 1.2 and answer the questions below in this thread.

    I am looking forward to seeing everyone's posts this week!



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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 2.  RE: Week 7: Section 3: Task 1.2 Resistance to Change

    Posted Jun 24, 2019 01:29 PM
    1.      Recently, there has been quite a bit of change in my professional life – both big and small. I feel like I was more hesitant than resistant, but it's a fine line between the two. We recently went through a system change internally and this affected how we access our saved files. Although the change was bigger on the back end than the front end, it still affected us all here at CUES. The change on the front end really was just the look of things and not how things are accessed. I knew that the only thing changing for me was the look of it the whole time this change was being communicated – which was quite a while – and I still was resistant to it happening. On the other side of change, we also recently received some new hardware that we were all pretty excited about! Even though the hardware was a bigger change – affected me more than the system change - it was more fun as I was able to get something new and play with it versus learning how to do something new. Funny how changes work differently!

    2.      I believe everyone's threshold for change is different. For me, the system change was nerve wrecking just because it was forcing me out of a comfort zone – but I knew in a day or two I'd be fine, and the change would be my new norm. For others though, the change was fearsome. The fear comes from not wanting to go outside of their comfort zone, or not understanding why they have to. That is why communication is so important. I always try to embrace changes, understand the who, what, when, where, why, and how so that I can assist my co-workers when I can – most times it's a collaborative effort.

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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 3.  RE: Week 7: Section 3: Task 1.2 Resistance to Change

    Posted Aug 20, 2019 09:22 AM
    Hello Laura,

    My current position is not only a change for me, but also for my organization. I was struggling in my former role and my current position was created because upper management saw potential in me. While I welcomed the change for the most part, I resisted not having the freedom to complete tasks as I saw proper. I have always been an "I can do this myself, just tell me what needs to be done" person without much supervision given and some C-suite employees feel that they need to tell me how to do things in a way that they deem "proper." It almost comes off as they do not trust me to do the right action or to gage the severity of some information that I have to not share it with others. I feel like I have proven myself to be a valuable part of this organization, but at the same time do not feel like I am contributing much to the future of the organization because there is no clear path. I think that if I put up too much resistance I could lose my job and are unsure of how to show that I belong in this organization.

    I agree with you that everyone's threshold for change is different. Someone else in this position of change would probably worry about what the scope of the position would be and be uncomfortable because it would be something that they would have to define. Some people like to have things in black and white to know exactly what is expected of them and this position did not really have that when it was first implemented. I believe that collaboration is a huge part of making a change be successful within any organization and I like to work with co-workers how question the change to understand their point of view.

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    Jennifer Ertman
    Executive Administration Assistant
    Parkside Credit Union
    Westland MI
    734.525.0700
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