DealingWithResistancetoChangeCurriculum

DealingWithResistancetoChangeCurriculum - Dealing With...

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Dealing With Resistance to Change Conducted for First 5 Santa Cruz County Service Integration Brown Bag Lunch Nicole M. Young, MSW Optimal Solutions Consulting (831) 594-1498 nicole@opti-solutions.com www.opti-solutions.com
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Optimal Solutions Consulting, 2008 2 www.opti-solutions.com Road Map Desired Outcomes Participants will: Identify reasons why people resist change Learn the difference between positive resistance and negative resistance Learn strategies for responding to different types of resistance Agenda I. Welcome/Overview/Introductions II. A Model for Managing Change III. Reactions to Change IV. Strategies for Dealing With Resistance V. Closing/Evaluation
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Optimal Solutions Consulting, 2008 3 www.opti-solutions.com Dimensions of Organizational Change Monitor the change Implement the change Plan for the change Identify the need for the change Phases of Change for the Organization Awareness of the need to change Desire to change Knowledge of how to change Ability to change Reinforcement of the change Phases of Change for People Adapted from: "ADKAR" - a model for change management, Change Management Tutorial Series, http://www.change-management.com/tutorial-adkar- overview.htm Exercise: 1. Think of a major change in your program or organization that you are involved in or responsible for implementing (can be a past, present or future change) 2. Rate where your program or organization is in each of the Phases of Change for the Organization and for People using this scale: 1 2 3 4 5 Haven’t started/ Doesn’t exist at all Moderate progress/ Exists to some degree Completed/ Totally exists Successful Change
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Optimal Solutions Consulting, 2008 4 www.opti-solutions.com Reactions to Change Type People who are this type What this type typically says/does Supportive (Positive Resistance) ± Take initiative to make change happen ± Anticipate the need for change ± Are committed to finding ways to make the change work ± Want change efforts to be effective and productive Neutral (Passive Resistance) ± Appear to agree or “go along” with change, but don’t commit to help implement it ± Are indecisive or unwilling to publicly state their opinions about the change ± Let people know they don’t support the change, but they don’t actively work against it ± Complain about changes without offering any solutions Resistant (Negative Resistance) ± Point out all the faults or
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This note was uploaded on 11/22/2009 for the course HR GM600 taught by Professor Na during the Spring '09 term at Keller Graduate School of Management.

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DealingWithResistancetoChangeCurriculum - Dealing With...

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