Managing Three Types of Change Resistance

Due to the difficulties that organizations face in adapting to dynamic environments, businesses have become more interested in helping their employees to adapt to changes by creating a more open-minded atmosphere that fosters creative and accepting attitudes.  Within such a paradigm, it is important that employees take seriously their obligation to coach each other by developing an array of communication skills that are able to persuade each other to respond positively to changes, including adversity.

The table below outlines strategies that can aid employees in helping each other cope with change. Complacency, resignation, cynicism are some of the major reasons that cause people not to take steps to respond constructively to changes.  Employees should help each other see situations from unique angles so that they can all see these changes as opportunities for further growth and development. Looking at these angles also will allow employees to understand that refusing to change is a very risky proposition within a broader dynamic world. By not making behavioral changes in response to changes in the environment, people might miss opportunities for moving their organization in the right direction.   

Nekoranec, W; Fourrier, D. Coaching Managers Through Change. 67(6),  26-29