Workshop: Conducting the Resistance-Dissolving Discussion
The conventional approach is frustrating
Have you ever tried to win your employees' support for a change
project using logic? You explain the who, what, when, where,
why, and how of the project. Fifty years of conventional wisdom
tells us this should work. A 70% failure rate tells us it
doesn't.
A new approach to managing resistance is needed
Resistance to change is not always logical. (Just listen to
someone explain why he does not need to stop a 3-pack-a-day
cigarette habit.) It comes in two different forms: logic-based
and emotion-based resistance. Each type must be handled separately
and differently. But how?
Conducting the Resistance-Dissolving Discussion is the
solution
This workshop introduces a new method for talking about
resistance. It offers a new, effective way to dissolve both
types of resistance using different discussion methods for
each type. Structured around a 7-stage, 22-topic set of discussion
guidelines, this workshop provides a breakthrough method for
helping employees' transform their resistance into support
for positive change.
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ORGANIZATIONAL OUTCOMES
- Increased sense of competence and control by change
leaders
- Positive support by organization members for important
change projects.
- Increase in the number of successful projects and
a decrease in the costs of failed projects.
- Executives will find change projects that are faster,
cheaper, and more likely to stick.
- Managers will discover change to be more clear,
less threatening, and easier to lead successfully.
- Employees will enjoy change projects that are less
traumatic, more positive, and more respectful of their
very personal and human reactions to change
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AUDIENCE
- Executives
- Senior Managers
- Middle Managers
- HR Managers
- Supervisors
- Informal Leaders
- All Change Leaders
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