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CHANGE To overcome resistance to change, anticipate it By Jeff Davidson With all the changes in your world, industry, and market, there is simply no more standing still. At one time or another, all organizations share some common concerns and challenges, such as rebuilding trust, instilling a sense of ownership, shifting their strategic focus, or adapting to new management. The various players in a change situation, including sponsors, change agents, advocates, well-wishers, targets, and bystanders, and how they interact with one another as a change ensues, make the difference between a winning campaign and something less desirable. On your path to becoming an effective change manager, recognize that the natural human response to change is resistance. People become attached to familiar ways of doing things, even ways they initially regarded as cumbersome, costly, or ineffective. Individuals resist change; teams and groups resist change; whole organizations resist change. Going further, entire societies, entire continents, world religions, even the broad swath of humanity reflexively resists change. Remember, change as used throughout this article means significant, challenging, and disruptive change. In essence, life is a series of attempts to resist change, incorporate the change, and then resist any new changes. Fear of the Unknown The resistance people exhibit when they’re confronted by change is derived in part from fear of the unknown. My sister worked for years in a battered women’s shelter. Time after time she would meet victims who would share their tales of misery, being beaten and abused by an out-of-control spouse or mate. Such mates then relented hours or 10 Submit your Articles Personal Excellence essentials presented by HR.com | 11.2014


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