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Some Favorite Quotes
The Personal Dynamics
of Change
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- People often resist change.
Whenever we introduce change in our work teams,
we need to be prepared to deal with resistance
- People often feeling awkward,
uncomfortable, and ill-at-ease. We're
out of our comfort zone, and wondering "what's going to happen next?"
"Can I do it OK?"
- A sense of loss:
"What will I have to give up?" We frequently do
lose something during change, even if it is good change. At some level,
your employees and team members are experiencing loss during change.
- A belief that you lack
resources. A common paradigm is that
"we need more resources." It is helpful to assist workers by identifying
and attaining resources for them to help them adjust and cope with
the change.
- Feeling overwhelmed.
"There's only so much I can change, or change I
can take!" We need to be sensitive to people, and supportive of those
in the organization who are "maxed-out."
- People are at different
points of readiness. Some people
thrive on change, and others would rather have no change at all.
- People and organizations
tend to revert back to original behaviors. Unless
the resistance is overcome through good change management principles,
and the new behaviors are reinforced through rewards, people will
revert to the old ways of doing things.
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See an example of an "Implementation
Plan"
The Resilience
Continuum
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