Presentation 1
Which option best explains why lack of awareness may cause resistance to change?
a. Employees do not receive clear communication, are left unaware of what is happening, and are excluded from the decision-making process.
b. Employees receive too many updates about the change, causing confusion.
c. Staff are given extensive training long before the change begins.
d. The organization provides full transparency, which makes employees anxious.
a. Employees do not receive clear communication, are left unaware of what is happening, and are excluded from the decision-making process.
True or False
“Change efforts often fail because people are unwilling, not unprepared.”
False
*Change fails mostly because people are unprepared, not unwilling.
During change initiatives people look to leadership for direction and stability.
True
What are two of the six active listening techniques mentioned by The Center for Creative Leadership?
Pay Attention, Withhold Judgment, Reflect and Validate, Clarify, Summarize, Share.
State one reason for resistance to change explained beneath the topic of Insufficient motivation /Desire to support change.
Apathy
________ and ________ cause a lack of understanding in change because communication is inconsistent and not transparent.
Hint: Uncertainty
Confusion and doubt
Which of the following is an example of inadequate skills or knowledge causing resistance to change?
a. Employees refusing to attend staff meetings
b. Staff avoiding a new digital platform because they were not trained
c. Managers oversharing information about change
d. Employees receiving excessive recognition
b. Staff avoiding a new digital platform because they were not trained
Which of the following best describes consistent reinforcement during a change initiative?
A. Launching the change and letting teams manage themselves
B. Regularly communicating, rewarding new behaviours, and monitoring progress
C. Allowing employees to decide which changes to follow
B. Regularly communicating, rewarding new behaviours, and monitoring progress
What are the three intrinsic motivators, as listed in the presentation, that drive people and can be leveraged for?
Choice, Connection, and Competence.
What does it mean by "people are driven by a connection"?
They need to be part of something meaningful and to collaborate with others.
In your own words, explain how poor management may result in resistance to change.
Poor management may result in resistance to change as it negatively affects motivation of staff.
A Ministry announces a “restructuring” but gives no details. Rumors spread, staff become anxious, and productivity drops.
This situation is an example of:
a. Strong leadership communication
b. Entrenched habits
c. Poor communication and unclear vision
d. Skill-building and mentorship
c. Poor communication and unclear vision
Name two ways leaders can build trust and credibility in the workplace.
By keeping their word and acting with integrity.
By demonstrating competence and communicating transparently.
If a leader needs to demonstrate integrity, what is one specific action that they should take? Explain what that action means.
1. Model desired behaviors. 2. Embracing transparency and honesty. 3. Demonstrating a strong work ethic. 4. Practice self-discipline and accountability. 5. Encourage and show appreciation.
Compare how leadership support and trust and credibility each contribute to successful
organizational change.
Leadership support provides direction, resources, and reinforcement, showing that the change is a true organizational priority.
Trust and credibility ensure that people believe and follow that direction. Without trust,
leadership messages lack influence; without leadership support, trust lacks structure. Together, they sustain momentum and alignment through uncertainty.
State 3 reasons why lack of awareness may cause resistance to change
1. Organization fails to effectively communicate change details
2. Employees left in the dark about changes
3. Decision-making process excludes employee input
BELTRAIDE improves communication during digital transformation by sending emails, hosting Q&As, and sharing clear explanations.
This approach helps employees by:
a. Increasing rumors before implementation
b. Reducing confusion and building trust
c. Making employees feel excluded from the process
d. Encouraging entrenched habits
b. Reducing confusion and building trust
State how inconsistent leadership behaviour can undermine a change initiative.
When leaders say the change is important but continue using old practices. By doing that employees receive mixed signals.
How does the strategy of "Modeling Desired Behaviors" directly support the principle of "Demonstrating Competence" in building trust?
By modeling the desired behavior, a leader actively showcases their own skills and knowledge in action, which is a direct demonstration of their competence and makes them a credible example for others to follow.
In what ways can entrenched habits and organizational culture make change difficult in a public sector environment like Belize, and how can leaders begin shifting that culture?
Entrenched habits make change hard because people are used to doing things the same way and feel uncomfortable trying something new. Leaders can shift the culture by setting a good example, rewarding employees who adapt, updating policies to support new methods, and choosing “change champions” to encourage others.
From the topic of Resistance to the Unknown and Fear of Loss, list and explain the main reasons discussed.
1. Change triggers fear & Anxiety- fear of change resulting in failure.
2. Clutching to "Tried & True" - people prefer to stick to the old way of operation.
3. Bias and perception matter-distrust and loss of confidence in change makers.
How can poor communication during a change process lead to mistrust among employees, and what steps can leaders take to prevent this?
Poor communication causes employees to feel confused, anxious, and unsure about what is happening. This leads to rumors and mistrust. Leaders can prevent this by explaining the change clearly, giving updates early, allowing questions, and using different ways to share information.
How does complexity and scale can make sustaining change more difficult.
Results take time and personnel revert to old ways, requiring continuous communication and reinforcement to sustain momentum.
Which single element for building trust is most critical for reducing employee uncertainty during change: Transparency, Competence, or Empathy? Justify your choice in one sentence.
Transparency, because it directly reduces the ambiguity and rumors that fuel uncertainty by openly sharing information about the change.
A government department introduces a new online service platform. Staff receive basic training, and management sends out an email explaining the change. However, after two months, most employees still use the old manual system, and the new platform is barely being used. Some workers say they “understand” the change, but avoid switching to the new process.
Question:
Based on this scenario, what are two possible deeper reasons the change is failing, and what should leadership do next to fix the situation?
Two deep reasons could be fear of making mistakes and strong habits tied to the old system. Even though employees were told about the change, they may not feel confident or supported enough to use it. Leaders should provide hands-on training, create support teams or “change champions,” communicate more clearly, and work on shifting the culture so employees feel safe and encouraged to use the new platform.