3 Overcoming resistance
Knowing where people are on the curve and why they are there will give you key insights into the strategies you need to employ to over-come their resistance and to get people on board. For example, if they are worried that they will not know what to do in the new situation, then training and time to learn the new skills needed will be essential. If they feel that there is no need to change, then actively engaging them in the problem analysis so they can make their own discoveries, and then encouraging them to come up with ideas to fix the problems discovered will embed them into the change so tat they invest themselves in it. This is why it so important to engage those affected as early in the change process as possible.
Think about the current situation that needs to change – from their perspective. Ask them what they think, what worries them about it, how they think they will be affected, how they see themselves fitting into the new situation.
Another way of thinking of overcoming resistance and encouraging people to come along is to consider what in the current situation is making them comfortable and what in the proposed new situation is making them uncomfortable. And switch them!
Find out what makes the proposed new situation uncomfortable? What are they avoiding? Or worried about loosing?
Why do they find the current situation comfortable, (if they do)?
What strategies could you employ to make the current situation less comfortable than the proposed new situation?
What strategies could you employ to make the proposed new situation more comfortable than the current situation?
What could expand their comfort zone to include the new regime – the changed situation?
Share your ideas in the discussion forum.