Dealing with Resistance

Have to implement new ideas and unlearn old

methods that are no longer functional

Discomfort is normal when they have to give
up
Modern organizations stress on collaboration,
cooperation & trust
No acceptance for competition, resistance and
anger within the team
But we must accept that negative reactions
are valid forms of expression

Low Yield Strategies to

Deal
with
Resistance
Resistance
has been traditionally not valued
by organization managers use low yield
strategies to deal with resistance
They try to break resistance by threatening,
coercing, selling or intellectualizing
Some managers deflect and ignore resistance
by appearing to have not heard anything
This may work temporarily but never work in
the long run

High Yield Strategies to

Deal
withapproach
Resistance
Contemporary
is to treat resistance
as natural and to believe that people will
always resist those things that they feel are
not in their best interst
Step one : Surface, Honor, Acknowledge, and
Reinforce
Surface:

Make efforts to assure the resister that it is safe to

express feelings
Ask for it , listen deeply and decode the intent behind
what is expressed

High Yield Strategies to

Step onewith
: Surface,
Honor, Acknowledge, and
Deal
Resistance
Reinforce
Honor:

When the resister express negative emotions, he or she

would like to know whether it is actually being heard or
considered valid
By verbal and non verbal cues, give indication that the
resister matters and counts

Acknowledge:

Its not acceptance but aims at letting person know that

she has right to resist
For example, I can see why you are upset

High Yield Strategies to

Step one
: Surface,
Honor, Acknowledge, and
Deal
with
Resistance
Reinforce

Reinforce
It may be new experience for resister
So it is good idea to reinforcement by statements like
please continue
It keeps safe environment

High Yield Strategies to

Deal with Resistance
Step two: Explore, Probe, Negotiate and Recheck
Explore:

Distinguish authentic from pseudo resistance as the

former pertains to a specific demand , while pseudo

demand is real but nothing to with demand
Probe:
Discuss the options that are likely to solve the issue at
hand , but dont agree to do anything immediately.
Negotiate:
Negotiate with the resister now to make sure that the
options chosen to solve the causes for resistance suit
both the organizations and the resister
Recheck: Before the meeting its good idea to check the
terms of reference, and an agreement is obtained towards
the commitment for change.

Effective Feedback
Counseling
Feedback can be used in tasks such as coordinating
ream work, a formal performance appraisal, seeking
clarifications and delegation.
General Guidelines for feedback
Plan for the feedback session.

Choose an appropriate place & time

Praise in public and censure in private

When giving praise, which is supportive feedback , do

not append a negative feedback with it. I will dilute the

usefulness of the praise
Be clear about the outcomes you wish to obtain by
feedback , at the same time , be open to get new outputs