When people seem resistant to change, they are often viewed as a problem by management. Yet sometimes their resistance is based on real issues that managers have not thought through, perhaps did not even know about. Talking to people about their resistance can be really insightful, and should not be viewed as only needed to give us a chance to persuade them to change.

If after listening carefully you realise that their resistance is due to a misunderstanding, rather than a genuine problem, at least by giving them a chance to voice their concerns you have increased the chances of their really listening to your solution.

So talking about issues should always be useful.

Any comments?

__________________
Dr Stephanie Morgan
Crosslight Management
www.crosslight.co.uk

What is the best way to persuade a manager who thinks his staff are all being awkward to actually listen to them?

Hi Alice,

Well, the first thing is to discuss with him privately the way he views resistance from his staff (remember his proposal that his staff are being awkward may be a form of resistance of his own). Explore his own views on the change and also discuss the systems and processes that may be creating difficulty. Discuss how much of these aspects he has talked through with the staff, and mention that sometimes resistance can tell us something we need to know about the change. Ask him to discuss further with his staff on a one to one basis (rather than in a group as often these are led by specific individuals and others cannot or will not air their views).

I have a presentation on this so will turn it into a white paper shortly.

kind regards

__________________
Dr Stephanie Morgan
Crosslight Management
www.crosslight.co.uk