You Want Me to Do What

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You Want Me to Do What?
Overcoming Resistance to Change

• Amy D. Whitten, J.D.
• The Whitten Group, P.A.
• Jackson, MS
• www.thewhittengroup.com

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Types of Change

• Developmental
• Transitional
• Transformational

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What transformational changes have occurred in
your work world during the past 2 3 years?
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Characteristics of Transformational Change

• Very Threatening
• Difficult to Control
• Difficult to Predict
• Future State Largely
• Unknown

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Paths to Change (Resource Dedication)

• Technical _____
• Interpersonal _____

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Paths to Change (Failure Causation)

• Technical _____
• Interpersonal _____

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We all want it to be better but we dont all want
it to be different.
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Why People Resist Change

• Fear of Loss
• Fear of Altered Relationships
• Not Ready, Willing, or Able
• Other Causes??

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But They All Have One Thing in Common
Theyve Been There Before (and they
remember)
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Organizational Landscape During Change
High
Ability to Learn/Capacity for Change
High
Comfort with Change/Learning Readiness
Low
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OverwhelmedUnderwater Sinking

• Depressed, negative and trying to pass it on
• Little or no initiative, pull on others for
  reassurance
• Need facilitated venting sessions, clear and
  measurable performance standards, consistent
  feedback and exposure to optimism

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EntrenchedWeve always done it this way.

• Ego invested in the old way, frustrated and angry
• Blaming and complaining, talk the talk but dont
  walk the walk
• Need facilitated venting sessions, no heavy
  handed supervision, safety bridges between the
  old and the new

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BserReady, Fire, Aim

• Very comfortable with change but frustrated with
  others resistance
• Pull to quick movement, operating above the
  data
• Need close supervision and monitoring, individual
  assignments, long-term interaction with other
  learners

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LearnerMaybe theres a silver lining.

• Optimistic, challenged but willing to learn new
  things
• Good cheerleader, positive attitude
• Need protection from burnout, recognition,
  assignments with real impact, promotion and
  involvement

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Keys to Softening Resistance

• Strong Expectations
• Tough love
• Calculated wins
• Patience

• Powerful Message
• Realism
• Humor
• Strong leaders

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IT Leader as Change Agent

• Choose Influence over Power
• Court Early Adopters
• Why as well as How
• Give up fertilizing bricks

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Predictable Behaviors During Change

• Self-interest dominates behavior
• People become more territorial
• Conflict tends to escalate
• Hidden agendas
• People may choose to be competitive rather than
  cooperative

Adapted from Trauma Pastoral Care Training for
Military Chaplains by R.D. Parlotz
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The major cause of stress is reality. -
Lily Tomlin
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Change and Stress at Work

• Key Indicators
• Job inefficiency
• Job dissatisfaction
• Fatigue
• Sleep disturbances
• Escape activities

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Remember, During Change, Flexibility Counts
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For Additional Training Opportunities Contact
Thank You for Your Participation!

• The Whitten Group, P. A.
• www.thewhittengroup.com
• 601.352.9448