Four Common Responses to Change
Engage & motivate everyone.
This module introduces four common patterns of behaviors that people exhibit in response to change initiatives. It gives the leaders of change initiatives insights into how to approach each of these types of responses in order to engage and motivate people through the change.
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9 page facilitator guide
3 engaging training activities
26 slide presentation deck
04:00 min summary video
4 resources in reading guide
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DURATION: 04:00 MINS
Explains concepts in a concise, memorable manner. Includes a bulleted summary at the conclusion and matching job-aid handout PDF.
Comprehensive yet easy-to-follow instructions for facilitating workshops with the above training activities. Includes useful tips and sample answers to questions. No expertise in the topic area is required.
Presentation Slide Deck
For use during workshops in both PDF & editable PPT formats. Slide numbers for each activity are referenced in the Facilitation Guide.
RESOURCES LISTED: 4
Useful for participants wishing to deep dive into the module topic with links to the web's best articles, books and tools. PDF format.
Everything you need to facilitate successful training activities.
- Commitment to change postcards
- Job-aid summary
- Terminology flash cards
Tools & Templates
Used during training activities. These can also be used for change implementation.
This module will activate your organization to:
- show individuals that may be affected by a change initiative and ask which of the four responses to change they have experienced in the past when they have been through change initiatives
- create a clear and easy to understand basis for understanding three major types of resistance
- help individuals leading changes to develop empathy towards those individuals that resist change due to fear and anxiety
- demonstrate to managers and senior leaders the damaging impact on the creativity and innovation initiative within individuals that is caused by a high-stress state that can be brought on by fear of change
- help identify ways to engage people resisting change through inaction (bystanders) so they also take part in the change process
- prime newly formed change coalition groups to explain the importance of such groups actively supporting and advocating for change initiatives
This module will empower your teams and individuals to:
- understand that there are four typical emotional reactions to change
- be abile to respond to each of those reactions in a positive manner that encourages adaptive engagement with the change
- be awareness of their experiences during organizational change situations and reflect upon their previous responses to those experiences
This module is ideal for use at this stage of change implementation:
Summary Video & Discussion
TARGET AUDIENCE: All learners SUGGESTED TIMING: 15 - 30 minutes
The module subject-matter is introduced using a short animated video. The knowledge-check and personal reflections questions are then used to explore learners’ understanding and experience before moving on to other connected activities.
Facilitators can make use of a range of techniques such as brainstorming or debates to explore the knowledge check questions.
Use examples of learners’ experiences in the supplementary activity which follows.
My Response to Change
TARGET AUDIENCE: Learners new to change SUGGESTED TIMING: 30 minutes
As an expansion on the previous activity, conduct a discussion where people look at how they may have previously responded to change, the reasons behind it and whether or not their response altered as the change progressed. They should discuss whether their personal response was rational and whether the organization did everything it could to improve it or, if they were navigators, to capitalize on it.
Change Responses Role - Play
TARGET AUDIENCE: All learners SUGGESTED TIMING: 45 minutes
This activity involves learners working in pairs to carry out a role-play. The job of one person is to model either the critic, bystander or victim response to change in relation to a scenario they are given. The other person should do their best to reassure and engage the person. Each learner then feedback on how well their partner did in engaging them and improving their response to the change scenario.
This module will boost engagement levels during the following change methodology stages:
|Change Management Methodology||Stage / phase|
|AIM (Accelerated Implementation Methodology)||Develop Target Readiness|
|Kurt Lewin’s Three Stage Change Model||Unfreeze: Manage and understand the doubts and concerns|
|Prosci Enterprise Change Management Model||Implementation: Implement integrated plan|
|Prosci Change Management Levers||Resistance management lever|
|Bridges Leading Transition Model for Change||The Neutral Zone: Listen, empathize, support|
|Beckhard and Harris Change Management Process||Empowering others|
|John Kotter Eight Step Model for Change||Empowering Broad-based Action|
|ADKAR Model for Change Management||Ability|
|The Change Leader’s Roadmap model||Phase VII – Implement the Change|
|Kubler Ross Change Curve Model||Shock|
|LaMarsh Change Management Model||Implement the Change|
|People Centered Implementation (PCI) Model||Strong Personal Connection|
|Viral Change Roadmap Model||Engagement|
|General Electric Change Acceleration Process (CAP)||Mobilizing Commitment|