Comments on: The Force of Resistance to Change http://www.changingorganisations.com/2009/01/the-force-of-resistance-to-change/ Provocative thinking about organisational change Tue, 23 Feb 2010 11:16:34 -0600 http://wordpress.org/?v=2.8.4 hourly 1 By: Bernie White http://www.changingorganisations.com/2009/01/the-force-of-resistance-to-change/comment-page-1/#comment-1977 Bernie White Wed, 22 Jul 2009 22:43:14 +0000 http://www.changingorganisations.com/?p=863#comment-1977 I think, when all parties are involved in designing the change, resistance is minimised. I think it was Peter Drucker who said "significant change is a failure of management". I have often wondered why the development of strategy and change only involves senior management. Could there be an ongoing conversation with the whole organisation about the direction and shape of the organisation? When everyone arrives at the same conclusion, where's the resistance? I think, when all parties are involved in designing the change, resistance is minimised. I think it was Peter Drucker who said “significant change is a failure of management”. I have often wondered why the development of strategy and change only involves senior management. Could there be an ongoing conversation with the whole organisation about the direction and shape of the organisation? When everyone arrives at the same conclusion, where’s the resistance?

]]> By: Michael Deutch http://www.changingorganisations.com/2009/01/the-force-of-resistance-to-change/comment-page-1/#comment-132 Michael Deutch Wed, 14 Jan 2009 00:42:59 +0000 http://www.changingorganisations.com/?p=863#comment-132 Hi Stephen, Thanks for the post, it inspired my latest blog post and MindManager map on the Mindjet blog: http://blog.mindjet.com/2009/01/understand-change-and-uncover-hidden-opportunities-with-force-field-maps Thanks again, I look forward to more of your posts in the future. Michael Deutch Follow me on Twitter: http://twitter.com/MichaelDeutch Follow me on Facebook: http://www.facebook.com/people/Michael-Deutch/1024505496 Hi Stephen,

Thanks for the post, it inspired my latest blog post and MindManager map on the Mindjet blog:

http://blog.mindjet.com/2009/01/understand-change-and-uncover-hidden-opportunities-with-force-field-maps

Thanks again, I look forward to more of your posts in the future.

Michael Deutch

Follow me on Twitter:
http://twitter.com/MichaelDeutch

Follow me on Facebook:
http://www.facebook.com/people/Michael-Deutch/1024505496

]]> By: The Mindjet Blog » Understand Change and Uncover Hidden Opportunities with Force Field Maps http://www.changingorganisations.com/2009/01/the-force-of-resistance-to-change/comment-page-1/#comment-131 The Mindjet Blog » Understand Change and Uncover Hidden Opportunities with Force Field Maps Wed, 14 Jan 2009 00:37:29 +0000 http://www.changingorganisations.com/?p=863#comment-131 [...] management consultant Stephen Billings wrote recently, "It’s time to stop thinking of resistance as a force opposing the change [...] [...] management consultant Stephen Billings wrote recently, "It’s time to stop thinking of resistance as a force opposing the change [...]

]]> By: Chris Rodgers http://www.changingorganisations.com/2009/01/the-force-of-resistance-to-change/comment-page-1/#comment-107 Chris Rodgers Mon, 05 Jan 2009 18:28:00 +0000 http://www.changingorganisations.com/?p=863#comment-107 Hi Stephen, I share your view on the need to “look behind” so-called resistance to change. When I challenge managers to identify the benefits that the ORGANIZATION gets from people’s ‘resistance’, they surprise themselves by identifying a range of factors along the lines that you suggest. Besides identifying practical flaws in the proposals or important values that would be undermined by the planned changes, they also recognise that active resistance suggests energy and passion that can be worked WITH, if this can be redirected or otherwise accommodated. Interestingly too, if I ask them to reflect on how they would feel if there was no resistance to proposed changes, they suggest that they would not be happy at all with that response. Their gut reaction is that resistance would still exist but that it would be happening below the surface. In contrast, when resistance manifests itself openly in its various forms, and is dealt with effectively through the relevant conversations, it is more likely that genuine change is taking place and that progress is being made which is meaningful to all of the parties Hi Stephen,

I share your view on the need to “look behind” so-called resistance to change. When I challenge managers to identify the benefits that the ORGANIZATION gets from people’s ‘resistance’, they surprise themselves by identifying a range of factors along the lines that you suggest. Besides identifying practical flaws in the proposals or important values that would be undermined by the planned changes, they also recognise that active resistance suggests energy and passion that can be worked WITH, if this can be redirected or otherwise accommodated.

Interestingly too, if I ask them to reflect on how they would feel if there was no resistance to proposed changes, they suggest that they would not be happy at all with that response. Their gut reaction is that resistance would still exist but that it would be happening below the surface. In contrast, when resistance manifests itself openly in its various forms, and is dealt with effectively through the relevant conversations, it is more likely that genuine change is taking place and that progress is being made which is meaningful to all of the parties

]]> By: Kate http://www.changingorganisations.com/2009/01/the-force-of-resistance-to-change/comment-page-1/#comment-105 Kate Mon, 05 Jan 2009 11:06:50 +0000 http://www.changingorganisations.com/?p=863#comment-105 I recently came accross your blog and have been reading along. I thought I would leave my first comment. I dont know what to say except that I have enjoyed reading. Nice blog. I will keep visiting this blog very often. Kate http://educationonline-101.com I recently came accross your blog and have been reading along. I thought I would leave my first comment. I dont know what to say except that I have enjoyed reading. Nice blog. I will keep visiting this blog very often.

Kate

http://educationonline-101.com

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