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11 results (expanded search) for "change-resistance"
Administrative
Kotter's 8-Step Change Model
Don't launch a major organizational transformation without first building a guiding coalition and a sense of urgency — the two most-skipped steps.
Leadership
Holding Steady Under Stakeholder Pressure
When stakeholders pressure you to abandon a necessary change because it's "uncomfortable", distinguish pressure that warrants stopping from pressure that's just expected resistance to change.
Psychological
One Committed Action
Define one action today expressing a value, even if opposing thoughts show up.
Psychological
Willingness to Hold Discomfort
Open your hand to uncomfortable feelings instead of clenching — and watch them soften.
Psychological
Expansion vs Resistance
Open space for hard sensation in your body instead of suppressing or fleeing.
Social
When a Friend Changes
Accept your friend's change instead of trying to restore their old version.
Administrative
Kotter's 8 Stages of Change
Every successful change passes 8 steps in order — skipping any = likely failure.
Administrative
ADKAR Readiness Diagnosis
Each affected employee: score 5 dimensions — awareness, desire, knowledge, ability, reinforcement.
Administrative
Lewin Model: Unfreeze-Move-Refreeze
Three core phases of any change: unfreeze status quo, move it, refreeze the new state.
Administrative
Zero-Based Headcount Review
Don't ask "do we need another hire?" — ask "if we started today with nobody, who'd we hire first?".
Leadership
Identifying Loyalties: To Whom Does Each Person Owe Allegiance?
People resist change not from laziness, but because their loyalties are at risk. Discover the loyalty before expecting movement.