How to Deal with Resistance to Change | Heather Stagl | TEDxGeorgiaStateU
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- เผยแพร่เมื่อ 29 มิ.ย. 2015
- When it comes to change, we tend to naturally resist it. However, the reasons for resistance to change are not always what you might think. Change advocate Heather Stagl encourages us to think about the hidden resistance to change.
As founder of Enclaria, Heather Stagl equips individuals and teams to influence change at work through individual coaching, team workshops, and training programs. Heather is a blogger and radio host of the "Influence Change at Work" show on BlogTalkRadio. She is the author of 99 Ways to Influence Change and the change management toolkit, the Irresistible Change Guide. After moving to Atlanta, she conducted a research and training program on strategy execution at Balanced Scorecard Collaborative. She holds a Bachelor of Science in Industrial Engineering from Northwestern University and an MBA in Leadership and Change Management from DePaul University. Heather completed coach training at The Coaches Training Institute. She was the 2011 Chair of Organization Change Alliance, a learning community of organization development practitioners in Atlanta.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at ted.com/tedx
Thank you for getting on the court and giving a TED talk! My take away is that one needs to get into the world of the individual resisting change to understand if it's a fear, or looking good thing for them. I would enjoy seeing a part two where the strategies are discussed in more depth.
Change in the workplace can be frustrating but I agree with what was said. When trying to implement change, don't take it personally when people don't buy into it right away. I've coached many of my clients through change and always love seeing the outcome when they overcome resistance. Cheers!
I liked the talk. I see what she was saying too in terms of handling it: expect it, don't personalize it (to you or to them) and investigate what is beneath it.
Thank you for presenting your perspective on the fundamental attribution error. I learned the importance of discovering the underlying reasons why people are resisting change instead of making a fundamental attribution error.
Thank you for your talk! I've been struggling for many years about resistance and have a better understanding on how to better understand resistance. This talk is a great tool! Thanks Heather!
I think one solution could be praising each incremental progress that an employee does. I think people need instant appreciation like we use to do to a baby who is trying to stand on his feet for the first time. Mobile games also use it by congratulating the player every minute.
It was quite clear - resistance is a symptom of an underlying concern, and prior to implementing change the reason for the resistance must be uncovered. For some, it may not have been "the latest" or "new" in terms of information, but certainly there is value to what was said. Look first at our own interpretation, not make it personal, and critically analyze the reason why there is resistance. It's one piece - not all - but, again, valuable.
Maybe a little too specific, but generally OK.
For those who have posted the negative comments. There is no checklist to remove resistance or hot sauce as she mentions. It would be worth your valuable time completing some research and learning about where this information fits within the process of MoC. There are a number of different MoC models where this information from Heather is invaluable when making change.
really great speech.... everyone is looking for the magic sauce or silver bullet and there isn't one, emotive connections are based on individuals ... there are frameworks you can apply to create building blocks that deal with emotive resistance but you will need hybrid versions for each scenario. Individuals are unique, not machines. Most of the below comments illustrate just how big the problem really is.
Dealing with resistance is a lifelong journey for humans, I believe.
How do we deal with resistance: do your job or you'r fired, do I made miself clear?
Changes are part of our life so we have to overcome resistance to stay on track by getting direction and working on what we want to achieve.
It is about transforming from one state to another which is transformational.
Brilliant. Reading some of the comments I have to wonder; were you listening? Watch again and see if you catch it the second time through.
No I fail to catch it
I think the secret is when the change is met with resistance it requires discussion. It requires listening to the other person and trying to understand how they think...if either side won't try to listen and understand then the problem is more about attitude.
Pulling the rug is the only thing I have ever seen that works effectively.
The title is wrong.
The right title would be "The Art of Me Still Blaming Others"
So how do we DEAL with resistance???????
I'd invested my 10:45 to get the message but the session ended with unclear message and against the title. Does TEDx do a click bait as well???
Instructive sessions.
People are often resistant to change because they are stuck in their way of doing things. One of the most important things that organizations need to change is systemic racism in organizations.
Great insights but where is the SOLUTION? So I've figured out why they resist change, then how do I overcome it?
Inspiring speech. Resistance should be treated as something to be uncovered, whether in organisation life or in private life. Sometimes slowing things down is a way of maintaining control of the situation.
AWESOME! thank you for the video, very clear and very nice setting.
She never addresses the topic!! How to DEAL with resistance is the topic.....I gave up 9 minutes in.
I read your comments and gave up after 60 seconds :)
I read a few comments then gave up after reading them
She does, you just a have a short attention span ;)
For me it's not about dealing with resistance in them it's about me working with people differently. Change is not simply reprogramming the system and that's it delivered it's far more complex than that. Its about building and sustaining the change. The sustaining is the long slog that most change managers aren't about for.
By understanding that your resistance is due to an underlying fear you're trying to push back against, and being aware of that fear will help you be less resistant.
"Resistance to change" is a term used in psychology and it relates to cognitive dissonance and sturbborness
Why does this have so many dislikes I found it very very interesting
This was nothing short of a vent session about how she cant ever gat anyone to change....
You're busy pushing this boulder up a hill, what would happen if you let it roll down or even pushed it down? couldn't you then just walk up?
She didn't even cover the strategies ?!?!
That was a long talk for a little tiny piece of advice. Maybe a better title would have been "Understanding Resistance to Change", no methods for Dealing with it.
You can hear how nervous she is during this talk and it's giving me anxiety lol
Too obvious for a TedX talk.
Good talk but you never answered the question
Talked, talked, talked and did not say anything new.
Complete and utter dribble, wasted my time watching this! Doesn't get round to the point of actually addressing the issue, pointless talk.
Super unhelpful
She never got to her point.
Why don't you answer the question? You have no added value. blah blah blah
She sounds like a robot reading from a transcript. It was hard to listen to her