Human Dynamics Part 1090909

T

Turning
i R
Resistance
i t
into Commitment

Human Dynamics
y of Change
g
Part 1

Dean Anderson
September 9, 2009
Objectives
• Understand What Causes Resistance
• Learn Strategies to Turn Resistance into
Commitment
©2009 Being First, Inc www.BeingFirst.com
Agenda
• Core Human Needs
• Emotional Transitions
• Levels of Commitment
Le els of Commitment
• Strategies to Deal with Human Dynamics
Strategies to Deal with Human Dynamics
People Are Multi-
Multi-Dimensional
• Body (behaviors and actions)
• Emotions (feelings and energy level)
E ti (f li d l l)
• Mind (thoughts and interpretations)
Mind (thoughts and interpretations)
• Soul (purpose and meaning)
Soul (purpose and meaning)
Resistance
• People do not resist change
People do not resist change
They resist being changed
Especially when they perceive
p y yp the outcome will
be bad
• Change
Change unconsciously triggers a core need;
unconsciously triggers a core need;
and they feel fear
• Resistance goes away when they believe:
R i h h b li
Their core needs will be met
The future will be better than the past
Th f ill b b h h
Core Human Needs
• Security
• Inclusion
• Power
• C
Controll
• Competence
• Justice/Fairness
• Liked/Connected
Seven Core Human Needs
SECURITY
““I need to feel secure and
d f l d
physically/emotionally safe.”
“II need to be in the inner
need to be in the inner
INCLUSION circle, invited to join the group,
a part of what’s happening.”
Security
“II need to have direct influence
need to have direct influence
POWER on the process and outcome
of the change.”
Security
Inclusion
“I need order in the change and
“I d d i h h d
CONTROL
a predictable map to follow.”
Security
Inclusion
Power
“I need to be capable, effective,
“I d b bl ff i
COMPETENCE
skilled, and right.”
Security
I l i
Inclusion
Power
Control
JUSTICE/ “I need things to be fair
“I d hi b f i
FAIRNESS and equitable.”
Security
Inclusion
Power
Control
C
Competence
DESIRE TO
BE LIKED “I need to be cared about,
“I d b d b
AND admired, and in relationship.”
CONNECTED
Security
Inclusion
Power
Control
Competence
Justice/Fairness
Core Human Needs
• Security
• Inclusion
• Power
• C
Controll
• Competence
• Justice/Fairness
• Liked/Connected
Strategies for Security Needs
• Announce all protections early
Example: no downsizing, protecting pay
Example: no downsizing protecting pay
• Keep informed from beginning
p g g
Share both what you know/don’t know
• Surprises trigger security needs
p gg y
Strategies for Inclusion Needs
• Ask people to input or give feedback
• Engage in action
• Anno
Announce “no team member changes”
nce “no team member chan es”
early
• Do team‐building soon after new teams
are formed
are formed
Strategies for Power Needs
• Announce senior positions early
• Find ways to give people influence; global
g
changes but local decisions
• Make decision‐making overt: roles, style,
process
Strategies for Control Needs
• Create/communicate change strategy and
process plan early
• Keep people informed
Decisions, progress, course corrections, next
steps
• Catalyze conversations to understand
impacts
Strategies for Competence
Needs
• Announce training plans early
Announce training plans early
Tell people they will be trained in new jobs
• Make learning expectations/pace known
• Provide learning resources, coaching
• Match job responsibilities to realistic
learning pace
Strategies for Justice/Fairness
Needs
• Transparency
• Equal representation on multi‐functional
teams
• Make job selection criteria overt
• Treat people fairly
Strategies for Being
Liked/Connected Needs
• Show care and concern
Show care and concern
Acknowledge the difficulties people face
• Be empathetic and initially tolerant of
resistance
• Stay in contact; make frequent contact
• High touch: use face‐to‐face, phone, and
then email in that order
Emotional Reactions to Change:
Seven Stages of Transition
VISION
7. Integrating
(Confidence)
2. Minimizing
Performancce
the Impact
h I 6 Searching for Meaning
6. Searching for Meaning
(Hopeful)
1. Losing Focus (Denial)
(Shocked,
Confused)
5. Testing the Limits
(Curiosity, Bargaining)
4. Letting Go of
3. The Pit (Fear, the Past (Grief)
Anger, Sadness)
Ti
Time
© 1989 Eartheart Enterprises. Used with permission.
Key Understandings about
Emotional Transitions
• Natural process, including the pit
N t l i l di th it
• Cannot force transition to go faster
Cannot force transition to go faster
• People
People will work themselves through it on
will work themselves through it on
their own to some degree
• Degree of commitment at end is the
q
question
VISION
Performancce
1. Losing Focus
(Shocked,
Confused)
Ti
Time
Strategies for Losing Focus
• Provide reminders: priorities, job tasks
• Gently increase check‐ins, progress reports
• Make requests explicit; SMART
• Talk about the change in casual, everyday
lk b h h i l d
terms
VISION
2. Minimizing
Performancce
the Impact
h I
(Shocked,
Confused)
Ti
Time
Strategies for Minimizing the
Impact
• Provide information about the change
• Discuss scenarios and possibilities for the
future
• Ask how they think change will impact
them, their team
VISION
2. Minimizing
Performancce
the Impact
h I
(Shocked,
Confused)
3. The Pit (Fear,
Anger, Sadness)
Ti
Time
Strategies for the Pit
• Ask how they feel
• Listen, listen, listen
Li t li t li t
• Reflect back what you hear
Reflect back what you hear
• Accept
Accept them; do not fix or minimize their
them; do not fix or minimize their
feelings
• Make sure they feel heard!
VISION
2. Minimizing
Performancce
the Impact
h I
(Shocked,
Confused)
4. Letting Go of
Anger, Sadness)
Ti
Time
Strategies for Letting Go of the
Past
• Discuss what was positive about the past
• Celebrate the past
• Make overt what will no longer be
VISION
2. Minimizing
Performancce
the Impact
h I
(Shocked,
Confused)
4. Letting Go of
Anger, Sadness)
Ti
Time
Strategies for Testing the Limits
• Ask or tell how they fit in
• Clarify boundaries, how things will work
• Complete operational re‐designs
• Try out possibilities
VISION
2. Minimizing
Performancce
the Impact
(Hopeful)
(Shocked,
Confused)
4. Letting Go of
Anger, Sadness)
Ti
Time
Strategies for Searching for
Meaning
• Discuss benefits (customers, personal,
organizational) of new state
• Help them realize how they will contribute
to larger picture
• Tie
Tie change to personal and organizational
change to personal and organi ational
purpose
VISION
7. Integrating
(Confidence)
2. Minimizing
Performancce
the Impact
(Hopeful)
(Shocked,
Confused)
4. Letting Go of
Anger, Sadness)
Ti
Time
Strategies for Integrating
• Put new state in action
• Support their success with coaching
• Announce and celebrate positive
behaviors, performance, and results
Levels of Commitment Model
Motivation by Fear
Motivation by Fear Motivation by Choice
Motivation by Choice
• Avoidance of pain or threat • Attraction to creating value or
pleasure
• Punishment, negative
P ih t ti • Reward, benefit, possibilities,
R d b fit ibiliti
consequences, ultimatum, coercion contribution
VISION
7. Integrating
(Confidence)
2. Minimizing
Performancce
the Impact
(Hopeful)
(Shocked,
Confused)
4. Letting Go of
Anger, Sadness)
Ti
Time
Key Strategies for Building
Commitment
• Communicate
Case for change and change strategy
Vision and desired outcomes
Vi i dd i d t
How the change adds value
• Listen
Accept negativity as valid
Accept negativity as valid
Invite it out
Listen and ensure people feel heard
Li t d l f lh d
Commitment
• Make Requests
Ask them to be productive
• Voice concerns in healthy ways
• Stay open and consider merits
• Provide Information and Support
Ask for what they need to commit
Ask for what they need to commit
Provide as much as you can
Positively reinforce small steps
y p
Commitment
• Engage
Keep them informed; two‐way dialogue
Get them involved
Get them involved
Ask them to apply their strengths
• Positively Reinforce
Throughout change process
oug out c a ge p ocess
Praise
Celebrate successes
Key Points
• People have universal needs
eop e a e u e sa eeds
• Resistance occurs when people fear their needs
will not be met or believe the future state will
be bad
• Emotional transitions are natural and
predictable
• Commitment is only internally generated
• Consciously design your change process to not
trigger resistance; instead, support people into
commitment!
Being First
World Leader’s
Leader s in Transformation
Being First is a highly specialized change leadership
development and transformational change consulting
firm serving Fortune 1000 companies government
firm, serving Fortune 1000 companies, government
agencies, non‐profit organizations, and change
consultants worldwide.
• Coaching & Consulting

• Training & Development
• Methodology & Resources
All to help you succeed with change
www.BeingFirst.com
(970) 385-
385-5100
THANK YOU!

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