Why People Resist
Fear, uncertainty, and loss of control are common examples of what?
Sources of resistance to change
One simple leadership action that can reduce resistance early in a change is what?
Clear Communication
A company introduces a new performance system tied to pay. Employees are anxious and rumors spread. This reaction is an example of what?
Resistance to Change
Which change theory focuses most on awareness, desire, and individual readiness?
ADKAR
Which theory is most focused on steps and structure for leading change?
Kotter’s model
When employees worry about how change will affect their job security or pay, this type of resistance is driven by what?
Fear of personal loss
Explaining why a change is happening helps reduce resistance because it builds what?
Understanding and trust
Employees are resisting because they don’t understand how the change affects them personally. What should leadership focus on?
Communication and clarity
Lewin’s model begins with “unfreezing.” What does this step help employees do?
Let go of old ways and prepare for change
Kotter’s idea of “creating urgency” helps overcome what common barrier to change?
Complacency
Resistance that shows up as disengagement, silence, or “going through the motions” is often called what?
Passive resistance
Celebrating small successes during change helps reduce resistance by doing what?
Building confidence and momentum
If leadership focuses only on timelines and systems but ignores emotions, what part of change is missing?
The people side of change
Bridges’ Transition Model focuses on what aspect of change?
Emotional and psychological transition
The McKinsey 7-S model reminds leaders that change must align systems, structure, and what else?
People, culture, and shared values
When employees resist change because they don’t trust leadership’s motives, what underlying issue is most likely present?
Low trust or poor communication
When leaders listen to concerns but fail to act, what usually happens to resistance?
It increases
Why is resistance not always a bad thing during change?
It can signal concerns, risks, or gaps in planning
Why do people-focused theories matter during organizational change?
Change succeeds or fails based on people’s reactions
Why can focusing only on process (plans, systems, deadlines) increase resistance?
It ignores emotions and human impact
Why does resistance often increase when change is announced without employee input?
People feel excluded, unheard, or lack control
Name one way leaders can support employees emotionally during major change.
Listening, training, reassurance, transparency, support resources
In the Change Strategy Pitch activity, teams had to identify one risky assumption leadership might be making. Why is this important?
Assumptions can cause failure if they are wrong or ignored
Which is more likely to reduce fear: changing the system first or addressing emotions first? Why?
Addressing emotions first, because people need readiness before adoption
Why do effective change strategies often combine people-focused and process-focused approaches?
Structure guides change, but people make it happen