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Organizational Change and Development Ch. 14. By: Whitney French Drew Carlson. Overcoming resistance to change; Change is often necessary but sometimes avoided because of a natural tendency to hold on to the familiar. From the Wagner Consulting Group By: Tom Wagner. RESISTANCE TO CHANGE:.

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organizational change and development ch 14

Organizational Change and DevelopmentCh. 14

By:

Whitney French

Drew Carlson

slide2
Overcoming resistance to change; Change is often necessary but sometimes avoided because of a natural tendency to hold on to the familiar.
  • From the Wagner Consulting Group
  • By: Tom Wagner
resistance to change
RESISTANCE TO CHANGE:
  • Efforts to block the introduction of new approaches. Some of theses efforts are passive in nature, involving such tactics as verbally supporting the change while continuing to work in the old ways; and other efforts are active in nature, involving tactics such as organized protests and sabotage.
human brain
Human Brain:
  • Wired to do three things:
  • 1. Match Patterns
  • 2. Resist or Fight any Threats to Survival
  • 3. Respond First with Emotion Over Logic
peter f drucker
Peter F. Drucker
  • Separated change efforts

into two dimensions:

  • 1. Transitional with a short-term focus
  • 2. Transformational ensures long-term success
four step approach to making change happen
Four Step Approach to Making Change Happen:
  • 1. Create a sense of urgency
  • 2. Build a coalition of trendsetters
  • 3. Sell the vision
  • 4. Use discipline

and planning

sense of urgency
Sense of urgency
  • Create a sense of urgency to leverage the “fight or flight” threat response.
  • Leader must frame the need for change as a make-or-break business imperative.
trendsetters
Trendsetters
  • People innately need to be

members of groups and have a

need to be accepted.

  • Create a group of one or two

trendsetters and then methodically

enlarge the group until people

want to be a part of the “in crowd”

and will change to fit in

vision
Vision
  • A clear and compelling vision

for the future undergirds the

entire change process

  • Repetition of goals is essential. Take how much necessary communication there should be and then multiply by 10.
  • Give people some freedom and allow them to share their thoughts of the change to offer them some ownership of the change
discipline
Discipline
  • Without disciplined planning and execution the change effort will veer off course and eventually stall
video
Video:
  • http://www.youtube.com/watch?v=eTb1wSkc5ec
  • How UPS resists to change their processing ways.
work cited
Work Cited
  • Wagner, Tom. "Overcoming resistance to change; Change is often necessary but sometimes avoided because of a natural tendency to hold on to the familiar.." South Central Construction 06 Oct 2006: 55. Web. 17 Nov 2010. <http://www.lexisnexis.com.proxy.library.oregonstate.edu/hottopics/lnacademic/?>.